ADA Accommodation and Compliance: Bridging the Gap between Employer and Employee

OVERVIEW

This webinar explores the issue of what should the process be between employer and employee when trying to accommodate individuals with disabilities while complying with the Americans with Disabilities Act.

WHY SHOULD YOU ATTEND?

All companies, employees and applicants for employment that want to learn about who is covered under The Americans with Disabilities Act (ADA), as amended (ADAAA) by should attend this webinar to obtain a clear understanding about their rights, obligations and responsibilities under the law. Employers need to understand their legal obligations to their employees who request reasonable accommodation under the American with Disabilities Act. Additionally, employers will learn how to avoid litigation and other complaints arising from the denial of accommodation requests such as telecommuting arrangements, predictable work shifts, reassignment or transfer, and leaves of absence.

LEARNING OBJECTIVES

• What is an employer’s obligation to provide a “reasonable accommodation”
• Why should the employee initiate the request for accommodation?
• When requesting a reasonable accommodation what should the process between employer and employee look like?
• What is meant by “effective and reasonable accommodation”?
• What are some of the possible penalties for noncompliance?
• Most recent case law and EEOC regulatory developments regarding telecommuting, reassignment, predictable shifts and leaves of absence as reasonable accommodations.
• What specific Employers are covered under this Act and their responsibilities
• What Employees are covered under this Act and their responsibilities
• What Leave is Provided to Covered Employees
• Returning to Work, rights and responsibilities of the employee and Employer

WHO WILL BENEFIT?

• All companies with fifteen or more employees
• Public agencies, including state, local and federal employers, local education agencies (schools)
• Private-sector employers who employed 50 or more employees
• Joint employers and successors of covered employers.
• Federal contractors with 50 or more employees,
• HR professionals
• Financial Officers
• In-House Counsel
• Affirmative Action/EEO Officers

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