The ADA requires employers to make reasonable accommodation for an employee with a covered impairment. Yet while everybody talks about what HR has to do - no one tells HR how to actually do it.

For instance, are you aware of the requirements for accommodations for employees injured while on military duty? The various state laws that mandate accommodations for pregnant workers? That applicants with disabilities - not just employees - are entitled to reasonable accommodations?

Do too little and you will have trouble, but how much is enough? How do you even start the conversation? Throw in an uncooperative employee, a poor approach from management, and a complicated impairment and you can actually create trouble beyond your wildest dreams that a simple conversation may have averted.

What You'll Learn:

This training session will help you develop a process to handle ADA requests respectfully, efficiently, discretely and expeditiously. Specifically, you will learn:

• How the ADA Amendments Act changed how HR handles reasonable accommodation requests
• How much medical information should you gather, if any?
• What about mental impairments that are hard to get a handle on?
• When is an impairment a safety threat?
• How much is too much accommodation, and when is it not enough
• Documenting the discussion
• Following up on accommodations
• What if an employee won't cooperate?
• What to do about impairments that are increasing in severity