Accommodate or Terminate?
It’s Harder Than Ever to Get it Right
When is enough … enough?
You want to be a good employer and help employees thrive. But making accommodations work for employees and your organization is hard. At what point have you done enough to offer extra leave, revised job tasks, changes to workstations or modified schedules? When do you have to temporarily eliminate essential functions? When must you say “yes” to such accommodations, when can you say “no” and when is it legal to say goodbye? Plus, there are brand-new rules you have to follow during pregnancy and recovery that are already triggering lawsuits from employees and the EEOC.
Get the details on navigating dangerous legal red lines at Accommodate or Terminate. This webinar covers all your compliance obligations under the ADA, the FMLA, Title VII’s religious discrimination and accommodation provisions, the Pregnant Workers Fairness Act and the PUMP Act.
On December 4, join employment lawyer Anniken Davenport as she provides you with a legal roadmap to work through one of the toughest situations, so you can confidently know when it is time to accommodate and when it is time to terminate.
Webinar Agenda:
- Employer do’s and don’ts. Which accommodations are required under the ADA, FMLA, the PWFA and PUMP Act.
- Supreme Court actions. It’s almost impossible to turn down a religious accommodation request without objective, concrete evidence that making the accommodation will impact your bottom line.
- When is it time to terminate? What to do when accommodations aren’t working, including when you can legally say “no” and terminate the worker.
- FMLA vs. ADA. Know the difference between FMLA leave for health issues and reasonable accommodations under the ADA.
- Essential job functions. See exactly what your job descriptions must say about “essential” and non-essential functions.
- Step-by-step interactive process. Find out exactly what you must do (and document) when an employee requests an accommodation.
- Accommodation resources. Discover resources for finding the best possible accommodation for your organization. (Tip: It doesn’t always have to be the one the disabled worker prefers.)
In this 75-minute interactive online training, you will learn:
- Accommodation obligations. Understand your responsibilities under the ADA, FMLA, PWFA, the PUMP Act and Title VII’s religious discrimination provisions — and how to document your decisions.
- New laws and decisions. Congress expanded the right to temporary pregnancy and post-pregnancy accommodations, and the Supreme Court ruled on religious accommodations — learn what to do now.
- Lawsuit prevention. Steps you MUST take when receiving disability or intermittent leave accommodation requests — and when you can legally reject the requests and terminate.
Get answers to YOUR questions from presenter…
Anniken Davenport is a noted employment law attorney and the legal analyst and senior editor of HR Employment Law Advisor and HR Specialist: Employment Law. She has authored several books, including The Employer’s Practical Legal Guide and Bulletproof Your Employee Handbook. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College. Her legal career includes representing government units in discrimination and other employment law cases and representing school districts in labor negotiations.
Registration bonuses included:
Everyone who signs up will receive our new white paper, Answers to 11 Common ADA Accommodation Requests. Accommodations are an important part of any employer’s job, and not meeting legal requirements for a request may result in serious consequences. It’s crucial to have a firm understanding of what’s expected from HR and leadership when any accommodation request is filed.
You'll also receive one month of exclusive access to The HR Weekly – our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then current rate, unless you tell us "no, thanks" – your choice.
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