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About This Course:
Accommodating leave requests may make YOU want to take leave – of your senses! HR pros face a dizzying array of leave requirements. And many experts agree that the most challenging leave requests are linked to accommodations for pregnancy, religion and the Americans with Disabilities Act (ADA).

Dealing with these highly personal topics leaves your department open to potentially devastating litigation – unless you get it right. Even when trying to be accommodating, it's easy to say or do the wrong thing … and expose yourself to EEOC scrutiny as well as employee lawsuits.

Join us for this in-depth training session. Michael Fox, a shareholder with the Austin office of Ogletree Deakins, will share what he's learned in his 30 years of employment law experience to help you stay in compliance (and out of trouble) when it comes to accommodations. You'll discover:
  • EEOC regulations and case law – including a recent Supreme Court decision – on pregnancy accommodation
  • 9 accommodation mistakes you MUST avoid
  • Best practices for pregnancy accommodation - what constitutes "light duty”?
  • 4 considerations for DENYING accommodation requests under ADA
  • Can you be TOO accommodating?
  • Whether pregnancy is a "disability” under ADA
  • 7 steps considered "reasonable accommodation”
  • Religious accommodation: 4 key questions to ask
  • What if you think an employee ISN'T religious, but "gaming the system”?
  • Religious exceptions to dress codes and grooming standards
From lactation accommodation to determining "undue hardship” … religious proselytizing to disciplining disabled or pregnant employees … and more, Accommodating the Big 3 will help you avoid big trouble in your workplace.

Mike Fox will answer all your accommodation-related questions in our post-webinar Q&A session. And because this is a webinar, there is NO LIMIT to the number of attendees who can participate at one site. How's THAT for being accommodating?

Big companies and small … public employers and private – ALL can be susceptible to accommodation-related lawsuits. And all can be helped by joining us for Accommodating the Big 3: Pregnancy, Religion and ADA.
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