Compliance Overview - Americans with Disabilities Act (ADA)ntoscano50
The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA.
The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.
Compliance Overview - Americans with Disabilities Act (ADA)ntoscano50
The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA.
The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.
Employers today encounter more and more restrictions on the management of their workplace. An effective employee relations program is crucial for managing your most valuable asset, your employees.
“Managing Labor & Employee Relations” specifically addresses the issues facing employers. This half-day session will provide information to better equip you in dealing with workplace management issues including reasonable accommodation end employee benefits to OSHA inspection survival and an overview of how the NLRB affects non-union employers.
How can you keep your EPLI claims exposure down and achieve early resolution to employee disputes before they become claims? What factors do the insurance carriers consider when rating your EPLI program? How can you manage your claims to mitigate risk and improve your EPLI program? This webinar will answer these and other questions regarding managing your EPLI program and deploying effective risk mitigation techniques.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
This program will cover the hottest topics in labor and employment law for 2015, including EEOC’s strategic initiatives, recent wage and hour developments, the NLRB’s encroachment into the non-union workplace, policy issues to consider in the year ahead, continuing questions about social media challenges, and more. This program will be a fast-paced look at these and various other trends that will impact employers this year and beyond, and will be aimed at enabling participants to get ahead of the curve to identify potential risks within their organizations.
• Goals for this webinar - Agenda
• Agency Update
• EEOC Strategic Initiatives
• Medical Issues in the Workplace
• Wage and Hour Developments
• The NLRB in Your Workplace
• Social Media Challenges
• Unemployment
• Reminders and Next Steps
The Ruby Files: Managing the Challenging EmployeePolsinelli PC
“The Ruby Files,“ is a five-part webinar series that follows Ruby R. Breaker, a fictitious employee whose workplace behavior is based on real life employment situations. Just as Ruby's managers grapple with each challenging situation, Polsinelli's Labor and Employment attorneys, and other firm attorneys from health care, intellectual property and other industry and practice groups, will analyze the factual and legal key take-aways.
Meet Ruby, a 39-year-old, recent re-entrant into the workforce with two school-aged children, trying to conceive her third.
In her first employment opportunity as she re-enters the workforce, Ruby applies to work at a hospital, is hired as a Unit Manager, and is classified as an exempt manager. Her job description includes duties such as helping the employees she supervises, but Ruby ends up spending most of her time performing clerical duties. Frustrated, Ruby calls the Department of Labor (“DOL”) to complain about not getting paid over-time, and a subsequent DOL investigation of the hospital ensues. Meanwhile, Ruby requests time off from work during the work day to attend in-vitro fertilization appointments, claiming FMLA and ADA coverage.
Polsinelli’s Labor and Employment and Health Care attorneys will dissect interactions between Ruby and her manager, and provide take-aways that can be applied to your business.
G&A Employment Law Update webinar May 2013G&A Partners
In this webinar, presenter Alexis C. Knapp, Attorney at Law, will present timely employment law updates that business owners and HR professionals need to know for 2013 and beyond. After the presentation, Alexis will host a live Q&A session with webinar attendees.
Overview of management best practices for the employment relationship from creation to termination (Presentation for the Workforce Planning Board of York Region)
Employers today encounter more and more restrictions on the management of their workplace. An effective employee relations program is crucial for managing your most valuable asset, your employees.
“Managing Labor & Employee Relations” specifically addresses the issues facing employers. This half-day session will provide information to better equip you in dealing with workplace management issues including reasonable accommodation end employee benefits to OSHA inspection survival and an overview of how the NLRB affects non-union employers.
How can you keep your EPLI claims exposure down and achieve early resolution to employee disputes before they become claims? What factors do the insurance carriers consider when rating your EPLI program? How can you manage your claims to mitigate risk and improve your EPLI program? This webinar will answer these and other questions regarding managing your EPLI program and deploying effective risk mitigation techniques.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
This program will cover the hottest topics in labor and employment law for 2015, including EEOC’s strategic initiatives, recent wage and hour developments, the NLRB’s encroachment into the non-union workplace, policy issues to consider in the year ahead, continuing questions about social media challenges, and more. This program will be a fast-paced look at these and various other trends that will impact employers this year and beyond, and will be aimed at enabling participants to get ahead of the curve to identify potential risks within their organizations.
• Goals for this webinar - Agenda
• Agency Update
• EEOC Strategic Initiatives
• Medical Issues in the Workplace
• Wage and Hour Developments
• The NLRB in Your Workplace
• Social Media Challenges
• Unemployment
• Reminders and Next Steps
The Ruby Files: Managing the Challenging EmployeePolsinelli PC
“The Ruby Files,“ is a five-part webinar series that follows Ruby R. Breaker, a fictitious employee whose workplace behavior is based on real life employment situations. Just as Ruby's managers grapple with each challenging situation, Polsinelli's Labor and Employment attorneys, and other firm attorneys from health care, intellectual property and other industry and practice groups, will analyze the factual and legal key take-aways.
Meet Ruby, a 39-year-old, recent re-entrant into the workforce with two school-aged children, trying to conceive her third.
In her first employment opportunity as she re-enters the workforce, Ruby applies to work at a hospital, is hired as a Unit Manager, and is classified as an exempt manager. Her job description includes duties such as helping the employees she supervises, but Ruby ends up spending most of her time performing clerical duties. Frustrated, Ruby calls the Department of Labor (“DOL”) to complain about not getting paid over-time, and a subsequent DOL investigation of the hospital ensues. Meanwhile, Ruby requests time off from work during the work day to attend in-vitro fertilization appointments, claiming FMLA and ADA coverage.
Polsinelli’s Labor and Employment and Health Care attorneys will dissect interactions between Ruby and her manager, and provide take-aways that can be applied to your business.
G&A Employment Law Update webinar May 2013G&A Partners
In this webinar, presenter Alexis C. Knapp, Attorney at Law, will present timely employment law updates that business owners and HR professionals need to know for 2013 and beyond. After the presentation, Alexis will host a live Q&A session with webinar attendees.
Overview of management best practices for the employment relationship from creation to termination (Presentation for the Workforce Planning Board of York Region)
Harassment and Discrimination Prevention Training for California Managers provides a comprehensive and interactive learning experience that satisfies California AB 1825 requirements but also offers practical, real-world strategies for today’s manager.
The state requires that all managers in California complete two hours of harassment training every other year and that new managers complete the training within six months of hire or promotion. Although managers outside of California are exempt from the requirement, it is highly recommended that any manager responsible for employees working in California also dedicate time to this learning opportunity to ensure there is a strong understanding of California’s broad protections for workers and steps that a business and a manager can take to reduce their exposure to risk in this area.
Log in for a basic understanding of California regulations as well as updates on:
• The affirmative obligation
• Personal liability of supervisors
• Updated disability protections
• New protected classes
Presented by Human Resources Account Manager, Rebecca McDonough, CA-SPHR.
How to Handle Guest with Complaints in HotelHotelCluster
The key to running a successful hotel is customer service. A big part of this is addressing customer complaints and ensuring that these complaints are resolved to the customer’s satisfaction. Successful resolution will have a positive effect on the customer, who will be more conducive to returning to the hotel in the future, as the way the complaint was handled and resolved makes the customer feel special and shows him that the hotel is genuinely interested in keeping its customers happy and satisfied.
The Education HR in the North West Conference, January 2018 - Capability and ...Browne Jacobson LLP
This session looks at the definition of disability and the risks associated with this, as well as the role of occupational health and capability dismissals.
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
The Interactive Process and Reasonable Accommodation of Disabled WorkersJeff Polsky
A guide on current requirements for engaging disabled applicants and employees in the interactive process to explore possible accommodations (with a focus on Federal and California law).
Anna Denton Jones HR Insights September 2017Laura Steggles
Anna Denton Jones of Refreshing Law covered what employers can do to help support the mental health of their staff and what employers need to do from a legal perspective when staff take mental health-related leave.
Accommodation Conversation: Strategies for Effective ADA Reasonable Accommoda...America's Job Exchange
America's Job Exchange (AJE) hosted a webinar in August to discuss provisions of the Americans with Disabilities Act (ADA). A hallmark of the ADA is the provision of reasonable accommodation to ensure equality in the workplace. This webinar will discuss what is reasonable accommodation. How is disclosure of disability handled? What are my responsibilities when someone discloses? Many employers consider the ADA too "mysterious" to understand. This session will "de-mystify" the ADA by providing practical information on ADA rights and responsibilities.
This webinar will covered:
-Reasonable accommodations as they relate to essential job functions
-Employer obligations when someone discloses a disability
-What protections do I have as an employer under ADA
A Guide to Combating Wage & Hour LiabilityKendal Peterson
The Department of Labor (DOL) estimates that 80%+ of employers are out of compliance with federal and state wage and hour laws. It’s no surprise that wage and hour class actions now outnumber all other discrimination class actions combined.
2010 has seen no letup in wage and hour lawsuits. Published reports show that wage and hour lawsuits in federal courts are up over 25% from the same time last year. Adding fuel to the fire, the DOL has a bigger budget and hundreds of additional field investigators. With settlements already averaging $23.5M at the federal level and $24.4M at the state level, the potential impact to employers is staggering.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
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This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Sustainability: Balancing the Environment, Equity & Economy
ADA - Take the Right Steps
1. ADA
TAKE THE RIGHT STEPS
Pam S. Howland
phowland@hollandhart.com
Holland & Hart LLP
www.idahoemploymentlawblog.com
(208) 342-5000
2.
3. Golden Rule In Employment
Law
Must be able to prove good faith,
fairness, and consistency.
Maintain written documentation.
4.
5. Americans With Disabilities Act
Amendments Act (2008)
Applies to employers with 15 or more employees
Passed September 2008 – intended to return to original
purpose of ADA
Effective since January 2009
Proposed regulations issued September 2009
Final regulations issued March 2011
The question is no longer coverage – shifted focus to
merits
6.
7. More Exposure for Employers
Definition of “disability” relaxed
+
“Substantially limits” now means “moderately limits”
+
Expanded lists of “major life activities”
=
More exposure for employers
8.
9. 2013 STATISTICS - IDAHO HUMAN RIGHTS
COMMISSION: Breakdown by basis
Many charges allege more than one basis so the
percentage adds to more than 100%
Basis
State and Federal
Fiscal
Year
Total Percentage
of all claims
Breakout Breakout Breakout
Total claims filed: FY2013
FY2012
FY2011
FY2010
463
491
524
480
Disability:
FY2013
FY2012
FY2011
FY2010
204
188
190
175
44%
38%
36%
36%
Accommodation
101 (49%)
90 (48%)
69 (36%)
93 (53%)
Discharge
136 (66%)
59 (31%)
125 (65%)
97 (55%)
10. ADA Flow Chart
IS THE EMPLOYER COVERED BY THE ADA?
Does it employ 15 or more employees?
11. ADA Flow Chart
DOES THE INDIVIDUAL HAVE A DISABILITY?
A physical or mental impairment that substantially limits
one or more major life activities? or
A record of such an impairment? or
Regarded as having such an impairment?
12. “Impairments”
Threshold issue:
Covers almost any physical or mental condition.
Language of statute and regulations remain the
same, but . . . .
13. Not Everything is an Impairment
Pregnancy*
Old age
Height
Weight*
Hair color
Hand preference (left vs. right)
Personality traits (temper)
Environmental or cultural characteristics
15. “Substantially Limits”
Old ADA: “Substantially limits” must “be interpreted strictly
to create a demanding standard for qualifying as a
disability.” (Toyota)
ADAAA: Act should be construed in favor of broad
coverage and inquiry into whether an impairment
“substantially limits” should not demand extensive analysis.
ADAAA: “Substantial limitation” need only be greater than
“moderate.”
16. “Major Life Activity”
Old ADA: A “major life activity” must be one of
“central importance to most people’s daily lives.”
(Toyota)
ADAAA: Whether an activity is a “major life
activity” is not determined by reference to whether
it is of “central importance to daily life”
Provides two non-exclusive lists of major life
activities.
– Traditional activities (expanded)
– Major bodily functions (new)
17. List of Traditional
Activities Expanded
Under the ADAAA and Regulations, “major life activities” include (but
are not limited to):
– Caring for oneself
– Performing manual tasks
– Seeing
– Hearing
– Eating
– Sleeping
– Walking
– Standing
– Sitting
– Reaching
– Lifting
– Bending
– Speaking
– Breathing
– Learning
– Reading
– Concentrating
– Thinking
– Communicating
– Interacting with others
– Working
– Using computer
– Texting?!
18. Major Bodily Functions Are “Major
Life Activities”
ADAAA and Regulations: Now includes the operation of a major bodily
function, including individual organ function:
– Functions of the immune system
– Normal cell growth
– Digestive Functions
– Bowel Functions
– Bladder Functions
– Neurological Functions
– Brain Functions
– Respiratory Functions
– Circulatory Functions
– Endocrine Functions
– Reproductive Functions
19. ADA Flow Chart
IS THE INDIVIDUAL QUALIFIED TO PERFORM THE
ESSENTIAL FUNCTIONS OF THE JOB, WITH OR
WITHOUT A REASONABLE ACCOMMODATION?
Does the individual have the required skill, education and
experience for the job?
Can the individual perform the essential functions, with or
without a reasonable accommodation?
24. Written Documentation
Employer may require documentation needed to
establish that a person has an ADA disability and
that disability necessitates a reasonable
accommodation.
– Should come from an appropriate health care or
rehabilitation professional.
– Can’t request if disability and need for accommodation
are obvious or if individual has provided employer with
sufficient information.
– Keep it separate.
25. Employer’s Focus Should Be on the
Interactive Process
ADA: focus on coverage (disability)
ADAAA: focus on merits
– qualified individual
– interactive process
27. The Interactive Process
An informal exchange between employer and employee to:
– Identify employee’s limitations;
– Determine whether employee can perform essential job
functions;
– Identify potential accommodations;
– Determine whether accommodation is reasonable; and
– Engage in good faith to solve problem.
28. ADA Flow Chart
WHAT REASONABLE ACCOMMODATION IS
NEEDED? ENGAGE IN INTERACTIVE PROCESS
WITH INDIVIDUAL.
What essential function(s) of job needs
accommodation?
What accommodation, if any, was requested?
Is input needed from health care provider or
others?
30. Accommodation
Any change in work environment or in the way
things are customarily done that enables an
individual with a disability to enjoy equal
employment opportunities.
Remove barriers for individuals with disabilities.
31. Accommodation
Must be provided to qualified employees
regardless of whether part time, full time,
or probationary.
33. Undue Hardship
Only statutory limitation on an employer’s
obligation to provide “reasonable
accommodation” is that no such modification
is required if it would cause undue hardship to
the employer.
34. Undue Hardship
Means significant difficulty or expense and
focuses on the resources and circumstances
of a particular employer in relation to cost or
difficulty of providing a specific
accommodation.
35. Undue Hardship
Not only financial difficulty but to
accommodations that are extensive,
substantial, or disruptive or that would
fundamentally alter the nature or operation of
business.
36. Types of Reasonable
Accommodations:
1. Making facilities accessible.
2. Job restructuring.
3. Part-time or modified schedules.
4. Reassignment to vacant position.
5. Work from home.
6. Acquisition or modification of equipment or
devices.
7. Provision of readers or interpreters.
8. Use of leave (accrued or unpaid).
38. In Some Cases, No Duty to:
1. Reassign to permanent light-duty position.
2. Reassign employee to position they are not
qualified to perform.
3. Reassign where it would be a promotion.
4. Allow employee to work at home.
5. Hire an assistant.
6. Assign employee only to day shift.
39. Examples:
1. Employee with Type I diabetes refused to answer
calls during peak period because it caused blood
sugar to rise.
2. Employee who had emergency surgery quit
coming to work.
3. Employee who was in car accident wanted part-time
schedule during recovery.
40.
41. Part-Time Work as
Accommodation
Is attendance an essential function of position?
If so, as a general rule, part-time work may not be
an appropriate accommodation.
However, employers must consider it.
Case-by-case inquiry.
42. Other Factors:
How long will it take to train front office person?
Does employee do more than answer phones;
make appointments?
Is cost of temporary worker more than hourly rate?
If substitute worker costs more, undue burden?
Are there other members of staff who can cover
duties?
Length of need to work part time.
43. Reasonableness
Is it reasonable for an employee to request part-time
accommodation?
– Depends on employee’s duties.
– Depends on size of company.
– If smaller company, bigger burden.
– Do NOT rely on cost alone.
46. Examples of Reasonable
Accommodations for Pregnancy
1. Redistributing marginal functions.
2. Alter how essential functions are performed.
3. Modification of workplace policies.
4. Purchasing or modifying equipment and
devices.
5. Granting leave.
6. Modified work schedules.
7. Temporary assignment to a light duty position.
47. Pregnancy
EEOC guidelines suggest an employer must
accommodate.
Light duty? Yes, if employer allows other disabled
employees to work light duty.
48. Key Issues With
Accommodations
1. Determine scope of alleged disability –
doctor’s note.
2. Engage in interactive process.
3. Identify essential functions.
4. Is requested accommodation reasonable?
5. Are other accommodations available?
6. Send written communication granting or
denying.
7. Document, Document, Document!
49. Properly Navigating a Request
for Accommodation
Promptly respond to all requests for accommodations.
Keep accommodation requests confidential.
Request written documentation of employee’s impairments.
Consider a test run.
If the employee rejects accommodation, have them sign
acknowledgement.
Conclude the interactive process with a defensible
response to last request.
50. Steps an Employer Can Take Today
Centralize decision-making process.
Get buy-in from employees as to essential job
functions.
Update job description.
Update handbooks and training materials.
Perform honest evaluations.
Train supervisors.
51. Drawing.
Upcoming presentations.
More information is at www.eeoc.gov.
Thank you.