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Understanding And Complying With The New Realities Of The ADA (And Avoiding The Litigation Explosion)

Webinar: ID# 1035831
Recorded CD or On-Demand
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About This Course:
The sweeping changes to the ADA in the ADA Amendments Act (ADAAA) and the EEOC’s final regulations under that act have drastically changed the ADA challenges faced by employers. ADA claims are now over 30% of all EEOC charges and at their highest level ever, 2015 EEOC ADA enforcement netted almost $130 million.

The focus has shifted from whether an individual has a disability to whether an individual is qualified, whether the employer properly engaged in the interactive process; whether the employer offered a reasonable accommodation to the larger numbers of individuals who are considered disabled under the ADA.

Every employer needs to understand how the courts and EEOC have addressed disability issues since the ADAAA and every employer needs to take appropriate actions to comply with the new realities of the EEOC’s regulations and targeted enforcement and the rapidly evolving court decisions under the ADAAA and the regulations.What You'll Learn:How the EEOC Regulations Alter the Analysis of Whether an Individual Is Disabled and How the Courts Have Applied the Amended Law and Regulations
Critical Changes to the Definition of Major Life Activities
    Whether EEOC's Regulations Make ADA Coverage Almost Equivalent to That of Family and Medical Leave Act (FMLA)
    • Are Even Short-Term Impairments Now Covered Disabilities?
    • The Critical Interplay Between Leave as an Accommodation and the FMLA
    Dealing With Difficult Medical Conditions Including Diabetes, Epilepsy, Obesity and Cancer
    How to Address Mental Disorders and Intellectual Disabilities Such as Post-Traumatic Stress Disorder, Major Depressive Disorder, Bipolar Disorder and Schizophrenia
    When Can Employers Invoke the Direct Threat Defense
    The Regarded as Disability Definition That Makes It Apply to Many More Individuals and Avoiding New Regarded as Claims
    The Critical Role of Job Descriptions Under the ADAAA
    Have the EEOC and the Courts Now Held That Cost Is Never a Legitimate Consideration as to the Reasonableness of an Accommodation?
    Hot Button Accommodation Issues
    • Teleworking – When Is It Required?
    • What Medical Information May an Employer Request?
    • Reassignment and Reasonable Accommodations
    • Are Extended or Intermediate Leave Reasonable Accommodations?
    • What Key Points Are in EEOC's 2016 Employer Provided Leave and the ADA Publication?
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    Understanding And Complying With The New Realities Of The ADA (And Avoiding The Litigation Explosion)
    Available on CD or On-Demand formats
    Qty:
    Course Details
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