Handling Requests For Accommodating Disabilities
Time: 1:00 - 2:30pm Eastern
The Americans with Disabilities Amendments Act (ADAAA) requires employers to view disabilities and their accompanying obligations to accommodate.
The process for doing this is not easy, and is made even more complicated by the "undue hardship" standard, as what may be a hardship for one company may be relatively easy for another.
This audio conference will walk you through how courts are applying the amendments to various fact scenarios. We will discuss how these fact patterns can guide you through what your company needs to do when an employee requests an accommodation.What You'll Learn:
- How the courts are applying the liberal interpretation to impairments
- What has been found to be a disability and what hasn't
- When your duty to engage in the interactive process is triggered
- The employee's duty to "request" an accommodation – what does this mean?
- What types of accommodations have the courts found to be reasonable?
- What types of accommodations have the courts found to be an "undue hardship" for the employer?
- How to determine if the employee can perform the essential functions of the job – what are "essential functions" anyway?
- Why a requested leave of absence under the ADA creates an entire minefield – particularly if the employee is on workers' compensation or FMLA
- Light duty requests and the ADA
- Is pregnancy now a disability under the ADA requiring accommodations?
- What to update in your job descriptions to ensure identification of the essential functions of the job
- How to properly respond to employees requesting accommodation
- How your organization's policies must be structured to be ADA compliant - yet still meet company needs