Understanding HR’s obligations to engage in the “interactive process” when an employee requests a “reasonable accommodation under the ADA is perhaps one of the most difficult obligations you may have. Making it even more complicated, the EEOC issued a new “resource document” targeting companies who have not seemed to understand that leave of absences can and often are a reasonable accommodation under the ADA.  In this “resource document”,  the EEOC has focused on employers with policies that “unlawfully restrict the use of leave as a reasonable accommodation”.  The EEOC contends that this indicates that employers are not understanding that leave can be a reasonable accommodation under the ADA and has caused an increase in ADA disability discrimination complaints. Thus,  the EEOC in this new document helps employers understand “how to approach requests for leave as a reasonable accommodation so that employees can manage their health and employers can meet their business needs.”

The ADA is legalistic and understanding what you may and may not do and request during the “interactive process” and your confidentiality obligations is tricky.  Understanding the many types of “reasonable accommodations” that an employee may request and how to properly respond  ensure legal compliance with the ADA is essential to avoid potential legal liability. Also, properly documenting your having engaged in the “interactive process” and understanding how to obtain the proper medical documentation to substantiate the need for the “reasonable accommodation” is a must.  Attend this informative webinar for the answer to this and much more.

What you will learn in this program:

• Whether a reasonable accommodation includes providing a leave of absence under the ADA
• Reviewing your policies to make sure that do not deny or unlawfully restrict use of leave under the ADA
• Is telecommuting a reasonable accommodation under the ADA
• In-depth review of this resource document to avoid making mistakes when granting leave of absences
• The definition of undue hardship under the ADA
• Summary of recent cases focusing on the interactive process under the ADA
• An employer’s obligation to engage in the interactive process
• Find out when it’s safe to not engage in the interactive process
• Understand the steps to follow when engaging in the interactive process
• Learn how to deal with uncooperative employees who try to delay or derail the interactive process
• See for how long you must continue the interactive process
• Discover how many times you must try alternative accommodations
• Review actual examples of how to engage in the interactive process
• AND MUCH MORE!

Who Should Attend:

• HR Professionals
• HR Directors
• Managers
• In-House Counsel
• Attorneys
• Business Owners