Under the ADA, employers are required to provide reasonable accommodations to employees with disabilities as long as doing so does not pose an “undue burden” on the employer. As employers reopen the workplace, they should plan to engage in the interactive process for accommodations related to COVID-19.
The Equal Employment Opportunity Commission - EEOC released its latest regulations regarding the Americans with Disabilities Act, the agency made it clear that employers should be less concerned with determining which employee impairments qualify as a disability and, instead, focus their efforts on trying to provide reasonable accommodations so that employees can continue performing their essential job functions. As it stands now, compliance with the ADA depends on providing those reasonable accommodations, and to do that, employers must first engage in the interactive process.
Join this session by expert speaker, where she will discuss employers' obligations under the ADA, the components of the interactive process, employer's defenses, and best practices for handling applicants' and employees' accommodation requests.
What is the Interactive Process?
Purpose of the interactive process
An employer’s ADA obligations to accommodate employees
The types of potential accommodations to consider
Four steps to a successful interactive process
Employer and employee obligations during the interactive process.
limitations on an employer’s obligation to accommodate
What to do when the interactive process breaks down
Best employer practices for handling accommodation issues under the ADA
Why You Should Attend:
In this webinar, we will discuss best practices for engaging employees in the ADA's interactive process. As most employers know, employers should be less concerned with determining if an employee's impairment is a disability and, instead focus efforts on determining whether a reasonable accommodation may be made so that the employee can perform their essential job functions. To make that determination, employers must engage in a robust "interactive process".
Who Should Attend:
Human resource personnel
*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.
Janette Levey Frisch has over 20
years of legal experience, more than 10 of which she has spent in Employment
Law. It was during her tenure as sole in-house counsel for a mid-size staffing
company headquartered in Central New Jersey, with operations all over the
continental US, that she truly developed her passion for Employment Law.
Janette operates under this core
belief: It is possible, and it is in an employer’s best interest, to proactively
solve workforce challenges before they become problems, before they result in
lawsuits or steep fines caused by government audits.
Janette works with employers on
most employment law issues, acting as the Employer’s Legal Wellness
Professional — to ensure that employers are in the best position possible
to avoid litigation, audits, employee relations problems, and the attendant,
often exorbitant costs.
Janette authors the firm’s weekly blog, where you can
read each week, in plain English (not legalese) about issues impacting
Janette has written articles on many different employment law
issues for many publications, including EEO Insight, Staffing Industry Review,
@Law, and Chief Legal Officer.
has served on the Workplace Violence Prevention Institute, a multidisciplinary
task force dedicated to providing proactive, holistic solutions to employers
serious about promoting workplace safety and preventing workplace violence.
Janette has also spoken and
trained on topics, such as Criminal Background Checks in the Hiring Process,
Joint Employment, Severance Arrangements, Pre-Employment Screening among many,
Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
This webinar has been approved for 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.