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More than ever, now, during, and as a result of the COVID-19 pandemic, it is vital that employers understand their obligations under the ADA to provide Reasonable Accommodations to any employee that might have a disability. A disability can be a physical condition or a mental impairment. The EEOC says that whenever an employer receives a request for a reasonable accommodation it has to “engage in the interactive process”. What is the interactive process, though? Can an employer always know that an employee has requested an accommodation? Might an employer have to engage in the interactive process when the employee has not explicitly requested an accommodation? The ADA and the interactive process are often poorly understood fraught with pitfalls. In this webinar will explore the interactive process and demystify these and other key concepts.
-Definition of Disability under the ADA and Determining Who is Entitled to an Accommodation
-Addressing performance or conduct issues with an employee suspected of having a disability
-What to do when you want to discipline an employee who mentions that the work problems are related to a disability
-How to Engage in the Interactive Process and When to Initiate the Initial Discussion
-The Effect of COVID-19 on the Accommodation Process
-How to conduct an interactive meeting with the employee without giving in to the employee's demands
-When can you stop an accommodation
-And More!
Most employers know that the ADA/ADAAA prohibits discrimination against qualified individuals with disabilities. Many employers are aware that the ADA requires them to provide reasonable accommodations to qualified individuals with disabilities. But what does that really mean? Who is a disabled individual? What is reasonable accommodation? How does an employer go about providing accommodations? What is the interactive process and how does it relate to these questions. We will address those and many other questions in this webinar.
-HR managers
-HR Directors;
-Benefits and Leave Administrators;
-Department heads and supervisors
-Owners and managers of small businesses
-HR professionals
-HR Administrators
-Compliance Professionals
-Senior Managers;
-CEO’s;
-CFO’s;
-In-House Counsel
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, B-Tank, Staffing Industry Review, @Law, and Chief Legal Officer.
Janette is a member of 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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