Accommodate or Terminate?
How to Legally Draw the Line

Breaking news: The Supreme Court made turning down religious accommodation requests nearly impossible. When can you terminate instead?

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.

When is enough … enough?

It's a question that troubles most employers when dealing with accommodations. 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 may trigger new lawsuits if you do not comply.

Get the details on navigating dangerous legal red lines at Accommodate or Terminate. This 75-minute webinar (plus 15 minutes for Q&A time) covers all your compliance obligations under the ADA, FMLA, Title VII’s religious discrimination and accommodation provisions, the Pregnant Workers Fairness Act and the PUMP Act.

Employment lawyer Anniken Davenport will provide 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.

Agenda for Accommodate or Terminate

Employer do’s and don’ts. Which accommodations are required by you under the ADA, FMLA and other employee-protection laws, including the brand-new Pregnant Workers Fairness Act and the PUMP Act.
How the Supreme Court made it almost impossible to turn down a religious accommodation request without objective, concrete evidence that making the accommodation will impact your bottom line. This means new excuses for skipping dress and grooming rules, more time off to worship or celebrate and limited ability to challenge the alleged sincerely held religious belief.
When is it time to terminate? What to do when accommodations aren't working, including when you can legally say “no” or terminate the worker.
FMLA vs. ADA. Know the difference between FMLA leave for health issues and reasonable accommodations under the ADA. They sometimes overlap — and sometimes don't.
Learn about new federal requirements. Both the Pregnant Workers Fairness Act and the PUMP Act include new accommodation and break rights before, during and after pregnancy, up to a year after birth.
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.
When you must accommodate workers who want to stay remote and when you can force them back to the office — hint: your essential functions list is your friend.
Accommodation resources. Discover resources for finding the best possible accommodation for your organization. (Tip: It doesn’t have to be the one the disabled worker prefers.)

Interactive Q&A time included

Accommodation issues are tricky … get your specific question answered during the Q&A session.

Anniken Davenport is a noted employment law attorney and the editor of the HR Specialist: Employment Law newsletter series. She has authored several books, including Bullet-Proof Your Employee Handbook and Overtime & Other Tricky Pay Issues, published by HR Specialist. She is the co-author of the upcoming Labor & Employment Law for the 21st Century by Prentice Hall. 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.

Anniken Davenport Attorney and author

Professional Recertification Credit Hours Included

Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.

HR Certification Institute’s® (www.HRCI.org) official seal confirms that Business Management Daily meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®. This program has been pre-approved for 1.25 HR-General recertification credit hours.

Register now and receive these free bonuses!

Fire an Employee Legally

Everyone who registers will receive our new white paper, Fire an Employee Legally. Your company may need to downsize for economic reasons. Or perhaps you’re looking to get rid of a problem employee with behavioral/performance issues. Terminating someone is never pleasant or easy. That doesn’t mean you can’t let an employee go, but you must do it the right way.

4 free issues of The HR Weekly

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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If Accommodate or Terminate fails to meet your needs in any way, we will refund 100% of your tuition – every penny you paid – but your course materials and registration bonuses will be yours to keep. No hassles, no questions asked.

Accommodate or Terminate? How to Legally Draw the Line