engaging-in-the-interactive-process-under-the-ada-practical-steps-best-practices

Engaging in the Interactive Process under the ADA: Practical Steps & Best Practices

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On Demand | CEU Approved

  • 90 minutes

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.  

Session Highlights:

  • 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:

  • Business owners
  • Human resource personnel
  • Risk managers






    *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 Frisch

Janette Frisch

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 employers today.

Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer.

Janette 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, many others.

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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.

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