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Americans With Disabilities Act and the Interactive Process
- Summary of the Americans With Disabilities Act of 1990
- Summary of the Americans With Disabilities Act Amendment Act of 2008
- Understanding Essential Job Functions
- Understanding Reasonable Accommodations and Undue Hardship
- How to conduct the Interactive Process
- Essential Documentation
- Summary
- Action Items
Overview of the webinar
Complying with ADA and ADAAA (Americans With Disabilities Act Amendment Act) requires a number of additional steps that must be followed. As the old saying goes, ignorance of the law is no defense.
Understanding terms such as "Essential Job Function" "Undue Hardship," "Reasonable Accommodation" and "Interactive Process" is critical to fulfilling your ADA requirements.
None of the other types of discrimination charges require a reasonable accommodation to the extent necessary under ADA.
None of the other types of discrimination charges require a good faith effort to have an interactive process to determine if an individual with a disability is qualified for the job or whether an accommodation is reasonable.
When the ADAAA was signed into law in 2008, Human Resources Professionals had to make an assumption that everyone may have a disability.
Therefore, attendance at the webinar will add significant knowledge to HR professionals who need to understand how this law works.
Who should attend?
- Human Resources Professionals
- Business Owners
- Anyone who Manages or Supervises others
Why should you attend?
Employees and applicants are winning more and more cases as a result of disability discrimination complaints filed with Equal Employment Opportunity Commission recently. Below are examples in which the EEOC filed lawsuits against big and small companies in the last few weeks.
- EEOC sues two companies for disability discrimination – 9/11/2024
- EEOC sues two companies for sexual harassment, disability discrimination and retaliation – 9/10/2024
- EEOC sues Federal Express for disability discrimination – 9/6/2024
- EEOC sues AG Equipment for religious and disability discrimination – 8/30/2024
- EEOC sues three employers for disability discrimination – 8/29/2024
- Pilot Air Freight to pay $400,000 to settle disability discrimination lawsuit – 8/13/2024
- National Telecommuting Institute Pays $1,250,000 to settle disability discrimination lawsuit – 8/8/2024
Faculty - Mr.Bob McKenzie
Bob McKenzie, has over 40 years of human resources management experience. His background includes a wide range of hands-on experience in all areas of Human resources management in all types of industries within the public and private sectors. Bob has been cited in a number of Human Resources trade publications. Among them are HR.com, HR Magazine, HR Florida Review, Vault.com, BNA and the Institute of Management and Administration and the Business Journal. He has been a speaker at a number of conferences as well as audio and web-based seminars. Bob is a graduate of Rider University where he received a Bachelor of Science in Commerce Degree and double majored in Industrial Relations and Organizational Behavior.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.