Complying with the Americans with Disabilities Act
September 20 @ 2:00 pm - October 6 @ 11:00 am CDT$150
None of the other types of discrimination charges require a reasonable accommodation to the extent necessary under ADA.
None of the other types of discrimination charges require a good faith effort to have an interactive process to determine if an individual with a disability is qualified for the job or whether an accommodation is reasonable.
When the ADAAA was signed into law in 2008, Human Resources Professionals had to make an assumption that everyone may have a disability.
Therefore, attendance at the webinar will add significant knowledge to HR professionals who need to understand how this law works.
Why Should You Attend
Complying with ADA and ADAAA (Americans With Disabilities Act Amendment Act) requires a number of additional steps that must be followed. As the old saying goes, ignorance of the law is no defense.
Understanding terms such as “Essential Job Function” “Undue Hardship,” “Reasonable Accommodation” and “Interactive Process” is critical to fulfilling your ADA requirements.
Areas Covered in the Session
» Summary of the Americans With Disabilities Act of 1990
» Summary of the Americans With Disabilities Act Amendment Act of 2008
» Understanding Essential Job Functions
» Understanding Reasonable Accommodations and Undue Hardship
» How to conduct the Interactive Process
» Essential Documentation
» Action Items
Who Will Benefit
» Human Resources Professionals
» Business Owners
» Anyone who Manages or Supervises others
To Register (or) for more details please click on this below link:
Having trouble submitting your event? Contact email@example.com