ADA Reasonable Accommodation Requirements: Update for Employers

• What constitutes a disability under the ADA & Pregnant Workers Fairness Act
• 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

 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”
• Assessing the adequacy of a medical professional’s letter supporting a request
• ADA’s “Direct Threat” exception to the accommodation requirement

• Keys to providing an adequate reasonable accommodation
• Language to avoid in verbal statements, emails, and letters to applicants or employees
• Can you force an employee to seek a medical opinion regarding a suspected disability?
• ADA’s accommodation “interactive process” and the Pregnant Workers Fairness Act
• ADA confidentiality requirements

ABOUT THE SPEAKER

Pamela Shull

Pamela Shull, CPP, SPHR gives you practical, real-world, effective guidance on a variety of accounting topics from payroll to overtime exemptions under the Fair Labor Standards Act. Pamela, both a Certified Payroll Professional (CPP) and a Senior Professional in Human Resources (SPHR), has more than 50 years of experience as a director of human resources and payroll, controller, auditor, businesswoman, consultant, instructional designer, and trainer. She is a specialist in Canadian payroll, human resources and sales tax compliance. She has presented hundreds of seminars, workshops, and webinars to businesses in all major business sectors. Pamela is also the author of the recently released book "CP2100 Compliance Logbook.”