ADA Reasonable Accommodation Requirements: Complying with the Law
On-demand recording
90 minutes | INSTRUCTOR-LED TRAINING
ADA Regulations & Requirements Employers Need to Know
- Initiating and engaging in the ADA’s accommodation “interactive process”
- When a medical professional’s letter requires you to provide an accommodation
- Significance of ADA’s “Direct Threat” exception to the accommodation requirement
Live Question & Answer Session – Have your questions answered by the expert!
Do’s & Don’ts When Addressing Disabilities & Reasonable Accommodations
- Formulating an adequate reasonable accommodation
- Questions to avoid asking during a pre-conditional job offer interview
- Can you force an employee to seek a medical opinion regarding a suspected disability?
- Language to avoid in verbal statements, emails and letters to applicants or employees
- Negotiating the accommodation: How to find the right balance for all parties
ADA Regulations & Requirements Employers Need to Know
- Initiating and engaging in the ADA’s accommodation “interactive process”
- When a medical professional’s letter requires you to provide an accommodation
- Significance of ADA’s “Direct Threat” exception to the accommodation requirement
Live Question & Answer Session – Have your questions answered by the expert!
Defining Disability & Employer Obligations Under Reasonable Accommodation
- When an applicant or employee must be offered an accommodation
- What employees needing accommodation DON’T have to say or ask
- Analyzing the true meaning of an “undue hardship”
Do’s & Don’ts When Addressing Disabilities & Reasonable Accommodations
- Formulating an adequate reasonable accommodation
- Questions to avoid asking during a pre-conditional job offer interview
- Can you force an employee to seek a medical opinion regarding a suspected disability?
- Language to avoid in verbal statements, emails and letters to applicants or employees
- Negotiating the accommodation: How to find the right balance for all parties
ADA Regulations & Requirements Employers Need to Know
- Initiating and engaging in the ADA’s accommodation “interactive process”
- When a medical professional’s letter requires you to provide an accommodation
- Significance of ADA’s “Direct Threat” exception to the accommodation requirement
Live Question & Answer Session – Have your questions answered by the expert!
You may already know that Title I of the Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodation to qualified individuals with disabilities – unless to do so would cause undue hardship. But, how up to speed are you and your managers on the current law, equipped to identify a qualified employee, and how to handle employee accommodation requests?
Many webinars just explain the nature of accommodations required under the ADA. Here’s a problem – they are “light” on how to actually address those accommodations as a matter of policy and ongoing practice. This “how-to” rich 60-minute webinar focuses on how you can meet your obligations under the accommodations portion of the ADA while protecting your organization from “undue hardship.” Join us to address:
- Understanding the ADA Amendments Act (ADAAA) and what constitutes a disability
- What you should & shouldn’t say when addressing issues of disability
- What constitutes as “undue hardship” for an organization
- Keys to determining if an employee has a qualified disability
- Balancing providing reasonable accommodations with managing the business
Program Highlights
Defining Disability & Employer Obligations Under Reasonable Accommodation
- When an applicant or employee must be offered an accommodation
- What employees needing accommodation DON’T have to say or ask
- Analyzing the true meaning of an “undue hardship”
Do’s & Don’ts When Addressing Disabilities & Reasonable Accommodations
- Formulating an adequate reasonable accommodation
- Questions to avoid asking during a pre-conditional job offer interview
- Can you force an employee to seek a medical opinion regarding a suspected disability?
- Language to avoid in verbal statements, emails and letters to applicants or employees
- Negotiating the accommodation: How to find the right balance for all parties
ADA Regulations & Requirements Employers Need to Know
- Initiating and engaging in the ADA’s accommodation “interactive process”
- When a medical professional’s letter requires you to provide an accommodation
- Significance of ADA’s “Direct Threat” exception to the accommodation requirement
Live Question & Answer Session – Have your questions answered by the expert!
Do’s & Don’ts When Addressing Disabilities & Reasonable Accommodations
- Formulating an adequate reasonable accommodation
- Questions to avoid asking during a pre-conditional job offer interview
- Can you force an employee to seek a medical opinion regarding a suspected disability?
- Language to avoid in verbal statements, emails and letters to applicants or employees
- Negotiating the accommodation: How to find the right balance for all parties
ADA Regulations & Requirements Employers Need to Know
- Initiating and engaging in the ADA’s accommodation “interactive process”
- When a medical professional’s letter requires you to provide an accommodation
- Significance of ADA’s “Direct Threat” exception to the accommodation requirement
Live Question & Answer Session – Have your questions answered by the expert!
You may already know that Title I of the Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodation to qualified individuals with disabilities – unless to do so would cause undue hardship. But, how up to speed are you and your managers on the current law, equipped to identify a qualified employee, and how to handle employee accommodation requests?
Many webinars just explain the nature of accommodations required under the ADA. Here’s a problem – they are “light” on how to actually address those accommodations as a matter of policy and ongoing practice. This “how-to” rich 60-minute webinar focuses on how you can meet your obligations under the accommodations portion of the ADA while protecting your organization from “undue hardship.” Join us to address:
- Understanding the ADA Amendments Act (ADAAA) and what constitutes a disability
- What you should & shouldn’t say when addressing issues of disability
- What constitutes as “undue hardship” for an organization
- Keys to determining if an employee has a qualified disability
- Balancing providing reasonable accommodations with managing the business
Program Highlights
Defining Disability & Employer Obligations Under Reasonable Accommodation
- When an applicant or employee must be offered an accommodation
- What employees needing accommodation DON’T have to say or ask
- Analyzing the true meaning of an “undue hardship”
Do’s & Don’ts When Addressing Disabilities & Reasonable Accommodations
- Formulating an adequate reasonable accommodation
- Questions to avoid asking during a pre-conditional job offer interview
- Can you force an employee to seek a medical opinion regarding a suspected disability?
- Language to avoid in verbal statements, emails and letters to applicants or employees
- Negotiating the accommodation: How to find the right balance for all parties
ADA Regulations & Requirements Employers Need to Know
- Initiating and engaging in the ADA’s accommodation “interactive process”
- When a medical professional’s letter requires you to provide an accommodation
- Significance of ADA’s “Direct Threat” exception to the accommodation requirement
Live Question & Answer Session – Have your questions answered by the expert!
Defining Disability & Employer Obligations Under Reasonable Accommodation
- When an applicant or employee must be offered an accommodation
- What employees needing accommodation DON’T have to say or ask
- Analyzing the true meaning of an “undue hardship”
Do’s & Don’ts When Addressing Disabilities & Reasonable Accommodations
- Formulating an adequate reasonable accommodation
- Questions to avoid asking during a pre-conditional job offer interview
- Can you force an employee to seek a medical opinion regarding a suspected disability?
- Language to avoid in verbal statements, emails and letters to applicants or employees
- Negotiating the accommodation: How to find the right balance for all parties
ADA Regulations & Requirements Employers Need to Know
- Initiating and engaging in the ADA’s accommodation “interactive process”
- When a medical professional’s letter requires you to provide an accommodation
- Significance of ADA’s “Direct Threat” exception to the accommodation requirement
Live Question & Answer Session – Have your questions answered by the expert!
You may already know that Title I of the Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodation to qualified individuals with disabilities – unless to do so would cause undue hardship. But, how up to speed are you and your managers on the current law, equipped to identify a qualified employee, and how to handle employee accommodation requests?
Many webinars just explain the nature of accommodations required under the ADA. Here’s a problem – they are “light” on how to actually address those accommodations as a matter of policy and ongoing practice. This “how-to” rich 60-minute webinar focuses on how you can meet your obligations under the accommodations portion of the ADA while protecting your organization from “undue hardship.” Join us to address:
- Understanding the ADA Amendments Act (ADAAA) and what constitutes a disability
- What you should & shouldn’t say when addressing issues of disability
- What constitutes as “undue hardship” for an organization
- Keys to determining if an employee has a qualified disability
- Balancing providing reasonable accommodations with managing the business
Program Highlights
Defining Disability & Employer Obligations Under Reasonable Accommodation
- When an applicant or employee must be offered an accommodation
- What employees needing accommodation DON’T have to say or ask
- Analyzing the true meaning of an “undue hardship”
Do’s & Don’ts When Addressing Disabilities & Reasonable Accommodations
- Formulating an adequate reasonable accommodation
- Questions to avoid asking during a pre-conditional job offer interview
- Can you force an employee to seek a medical opinion regarding a suspected disability?
- Language to avoid in verbal statements, emails and letters to applicants or employees
- Negotiating the accommodation: How to find the right balance for all parties
ADA Regulations & Requirements Employers Need to Know
- Initiating and engaging in the ADA’s accommodation “interactive process”
- When a medical professional’s letter requires you to provide an accommodation
- Significance of ADA’s “Direct Threat” exception to the accommodation requirement
Live Question & Answer Session – Have your questions answered by the expert!
Do’s & Don’ts When Addressing Disabilities & Reasonable Accommodations
- Formulating an adequate reasonable accommodation
- Questions to avoid asking during a pre-conditional job offer interview
- Can you force an employee to seek a medical opinion regarding a suspected disability?
- Language to avoid in verbal statements, emails and letters to applicants or employees
- Negotiating the accommodation: How to find the right balance for all parties
ADA Regulations & Requirements Employers Need to Know
- Initiating and engaging in the ADA’s accommodation “interactive process”
- When a medical professional’s letter requires you to provide an accommodation
- Significance of ADA’s “Direct Threat” exception to the accommodation requirement
Live Question & Answer Session – Have your questions answered by the expert!
Defining Disability & Employer Obligations Under Reasonable Accommodation
- When an applicant or employee must be offered an accommodation
- What employees needing accommodation DON’T have to say or ask
- Analyzing the true meaning of an “undue hardship”
Do’s & Don’ts When Addressing Disabilities & Reasonable Accommodations
- Formulating an adequate reasonable accommodation
- Questions to avoid asking during a pre-conditional job offer interview
- Can you force an employee to seek a medical opinion regarding a suspected disability?
- Language to avoid in verbal statements, emails and letters to applicants or employees
- Negotiating the accommodation: How to find the right balance for all parties
ADA Regulations & Requirements Employers Need to Know
- Initiating and engaging in the ADA’s accommodation “interactive process”
- When a medical professional’s letter requires you to provide an accommodation
- Significance of ADA’s “Direct Threat” exception to the accommodation requirement
Live Question & Answer Session – Have your questions answered by the expert!
You may already know that Title I of the Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodation to qualified individuals with disabilities – unless to do so would cause undue hardship. But, how up to speed are you and your managers on the current law, equipped to identify a qualified employee, and how to handle employee accommodation requests?
Many webinars just explain the nature of accommodations required under the ADA. Here’s a problem – they are “light” on how to actually address those accommodations as a matter of policy and ongoing practice. This “how-to” rich 60-minute webinar focuses on how you can meet your obligations under the accommodations portion of the ADA while protecting your organization from “undue hardship.” Join us to address:
- Understanding the ADA Amendments Act (ADAAA) and what constitutes a disability
- What you should & shouldn’t say when addressing issues of disability
- What constitutes as “undue hardship” for an organization
- Keys to determining if an employee has a qualified disability
- Balancing providing reasonable accommodations with managing the business
Program Highlights
Defining Disability & Employer Obligations Under Reasonable Accommodation
- When an applicant or employee must be offered an accommodation
- What employees needing accommodation DON’T have to say or ask
- Analyzing the true meaning of an “undue hardship”
Do’s & Don’ts When Addressing Disabilities & Reasonable Accommodations
- Formulating an adequate reasonable accommodation
- Questions to avoid asking during a pre-conditional job offer interview
- Can you force an employee to seek a medical opinion regarding a suspected disability?
- Language to avoid in verbal statements, emails and letters to applicants or employees
- Negotiating the accommodation: How to find the right balance for all parties
ADA Regulations & Requirements Employers Need to Know
- Initiating and engaging in the ADA’s accommodation “interactive process”
- When a medical professional’s letter requires you to provide an accommodation
- Significance of ADA’s “Direct Threat” exception to the accommodation requirement
Live Question & Answer Session – Have your questions answered by the expert!
About the speaker
Max Muller
Max Muller possesses more than 40 years of business experience as an attorney, businessman, and consultant. For many years Max held various operating and executive positions with distribution and information technology companies. In 1990, he began a consulting and professional speaking practice focusing on providing practical solutions in the areas of Workplace Legalities, Inventory Control/Cycle Counting, and OSHA. Max has presented more than 3,000 seminars, webinars, podcasts and audio-conferences throughout the United States, England and Canada, attended or participated in by over 100,000 individuals. Max has authored numerous one and multi-day seminars and workshops, training video scripts, and internet distance learning materials for a number of adult continuing education organizations. And, is the author of the best-selling SHRM-published book, 'The Manager's Guide to HR: Hiring, Firing, Performance Evaluations, Documentation, Benefits, and Everything Else You Need to Know,' Second Edition.
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