ADA Reasonable Accommodation Requirements Update for Employers
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 that you and your managers are up to speed on the current laws, equipped to identify a qualified employee, and understand how to properly handle employee accommodation requests.
This “how-to” rich, 75-minute event focuses on specific ways you can meet your obligations under the accommodations portion of the ADA while protecting your organization. We’ll cover the latest requirements that impact the work force today.
Join us to learn:
- What constitutes a disability under the ADA & new Pregnant Workers Fairness Act
- Rights for pregnant & postpartum employees under the Pregnant Workers Fairness Act & Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act)
- 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
- BONUS: ADA & FMLA Comparison Chart
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”
- Assessing the adequacy of a medical professional’s letter supporting a request
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 & letters to applicants or employees
- The “interactive process” - How to find the right balance for all parties
ADA Regulations & Requirements Employers Need to Know
- ADA’s accommodation “interactive process” for the Pregnant Workers Fairness Act & Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act)
- ADA confidentiality requirements
- ADA’s “Direct Threat” exception to the accommodation requirement
Question and Answer Session - Your specific questions & unique challenges will be addressed!
About the Speaker
Max Muller has more than 50 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 has authored several books including the best selling "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.
This program provides 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!
Premier Learning Solutions is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®. This program is valid for 1 PDCs for the SHRM-CP® or SHRM-SCP®. For more information about certification or recertification, please visit www.shrmcertification.org.
This program has been approved for 1 (HR (General)) recertification credit hour toward aPHRTM, aPHRiTM, PHR®, PHRca®, SPHR®, GPHR®, PHRiTM and SPHRiTM recertification through the HR Certification Institute. Learn more at hrci.org