ADA Reasonable Accommodation Requirements: Complying with the Law

Price: $ + applicable taxes

Title I of the Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodation to qualified individuals with disabilities - unless to do so would cause undue hardship. It’s crucial you and your managers are up to speed on the current law, equipped to identify a qualified employee, and understand how to properly handle employee accommodation requests in order to stay compliant.

This “how-to” rich, 60-minute event focuses on specific ways you can meet your obligations under the accommodations portion of the ADA while protecting your organization from “undue hardship.” We’ll cover the latest requirements that impact the work force today. Join us to learn:

Understanding the ADA Amendments Act (ADAAA) and what constitutes a disability
Status of the proposed Pregnant Workers Fairness Actand it’s impact on employers
What you should & shouldn’t say when addressing issues of disability
What constitutes as “undue hardship” for an organization
Keys to determining if an employee has a qualified disability

Program Highlights

Defining Disability & Employer Obligations Under Reasonable Accommodation

When an applicant or employee must be offered an accommodation
What employees needing accommodation DON’T have to say or ask
Analyzing the true meaning of an “undue hardship”

Do’s & Don’ts When Addressing Disabilities & Reasonable Accommodations

Formulating an adequate reasonable accommodation
Questions to avoid asking during a pre-conditional job offer interview
Can you force an employee to seek a medical opinion regarding a suspected disability?
Language to avoid in verbal statements, emails and letters to applicants or employees
Negotiating the accommodation: How to find the right balance for all parties

ADA Regulations & Requirements Employers Need to Know

Initiating and engaging in the ADA’s accommodation “interactive process”
Unpacking the new Pregnant Workers Fairness Act
When a medical professional’s letter requires you to provide an accommodation
Significance of ADA’s “Direct Threat” exception to the accommodation requirement

Live Question & Answer Session

About the Speaker

Max Muller has more than 40 years of business experience as an attorney, businessman and professional trainer.

In 1990, drawing on his diverse background, he began a consulting practice focusing on providing practical solutions in the areas of workplace legalities, e.g., equal employment opportunity, sexual harassment, FMLA, ADA, COBRA, FLSA, ADEA, etc.; safety and health regulatory compliance (OSHA); facilities management; and, warehousing/inventory control.

He authored several books like "The Manager's Guide to HR: Hiring, Firing, Performance Evaluations, Documentation, Benefits, and Everything Else You Need to Know, Second Edition" AMACOM Books (now HarperCollins Leadership) and SHRM, New York City, August 2013.

He has presented more than 3,000 seminars, webinars and pod-casts all over the world attended or listened to by more than 100,000 people.

Program Benefits

This program is short on theory and long on practical approaches to complying with the ADA’s accommodations mandates related to both job applicants and existing employees. Learn what employers should and shouldn’t do under the current laws for your on-site and remote employees.

If you'd like this program customized for your organization, call us at 1-800-964-6033. We're certain we can fulfill your training needs, while making it fit in your budget!

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