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 Susan Fahey Desmond, 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.

Susan  Desmond

Susan Desmond

Susan Fahey Desmond is a principal with Jackson Lewis PC. She has been representing management in all areas of labor and employment law for over 30 years. A frequent author and speaker, Ms. Desmond is listed in Best Lawyers in America and has been named by Chambers USA as one of America’s leading business lawyers for labor and employment law. She is also listed in Mid-South Super Lawyers and Louisiana Super Lawyers.

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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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