Bring your ADA accommodation requests and ADA questions to this valuable webinar!
American's with Disabilities Act (ADA) lawsuits are on the rise. In one case in Illinois against Auto Zone, the jury found that the company refused to accommodate a sales manager's disability by insisting that he mop floors, which lead to further injury. (EEOC v. AutoZone, Inc. Case No. 07-cv-1154 (C.D.Ill.)). That case resulted in a $424,000 judgment against AutoZone. In another case, Wal-Mart agreed to pay $50,000 in back pay and damages in settlement of a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC had charged that a Walmart store unlawfully fired a part-time sales clerk because of her cerebral palsy.
Employers deal with multiple obligations under federal, and state laws when employees take time off due to disabilities, illnesses, and injuries. With a rise in EEOC claims and litigation, it is crucial that employers determine reasonable and unreasonable accommodations appropriately to avoid massive lawsuits and ADA violations. Many illnesses and injuries, which are covered under other laws, such as the FMLA, may also constitute a “disability” and bring with it to an obligation under the ADA.
Additionally, It is vital that employers identify and terminate ADA abusers; however, employers must proceed with caution when dealing with ADA abuse; as the cost of violating the law can be massive.
This webinar discusses and explains how to determine what are reasonable and unreasonable ADA accommodations and provides assistance and tips for providing ADA accommodations while managing your business. Additionally, employers will learn when it is appropriate to deny ADA requests. Covered items include:
- ADA overview,
- Key terms and definitions
- Determining what is a substantial limitation to a major life activity
- Laws protecting disabled individuals from discrimination
- Who is covered and why
- Employment practices that are prohibited by the ADA
- Identifying essential job functions and qualified individuals
- Engaging in the Interactive Process
- Determining if an employee has a qualified disability
- Medical exams
- Confidentiality of medical information
- Confidentiality of accommodations
- Reasonable accommodations
- Job restructuring or additional training
- How to document appropriately if an employee has a qualified disability
- Responding when an individual refuses an offered accommodation
Includes real life scenarios, trivia questions, and examples.
