Among the possible accommodations that an employer may be required to consider to allow disabled employees to perform their jobs are leaves of absence and reassignment. But how much leave is “reasonable”? Is there a point at which a request for accommodation turns into a request for indefinite leave? And how far must an employer go when considering possible positions for reassignment of a disabled employee? All of these decisions depend on having a solid understanding of the best practices for engaging in the interactive process required by the ADA and managing employee leave, including coordination of leave under the FMLA and ADA. Employers should understand potential risks inherent in the interactive process when determining whether a reasonable accommodation is possible, and also how to respond to requests for leave and/or reassignment. Compliance requires clearly stated company policies relating to accommodation requests as well as knowledge of the boundaries of reasonableness of employee requests. Please join Janet Hendrick, attorney at law, as she clarifies the murky waters of leave and reassignment as reasonable accommodations under the Americans with Disabilities Act.
WHAT YOU’LL LEARN
Just a sampling of what this webinar will cover:
- Find out how much leave may be considered “reasonable”
- Learn to recognize clues that an employee is requesting “indefinite” leave
- Understand best practices for managing an employee’s leave, including coordination of leave under the Family and Medical Leave Act and the ADA
- Recognize changes that you may need to make to your written policies and handbooks to comply with the ADA’s requirements relating to leaves of absence
- Learn how to respond to disabled employees’ requests for reassignment
- Discuss how to approach the interactive process when faced with information that an employee may require leave or reassignment as an accommodation
- Recent noteworthy decisions on how much leave an employer must provide
- AND MUCH MORE!
YOUR CONFERENCE LEADER
Your conference leader for “Leave and Reassignment as Reasonable Accommodations Under the ADA: Understanding What Is “Reasonable” is Janet Hendrick, attorney at law. Ms. Hendrick is a partner in the Dallas office of Fisher and Phillips LLP. Janet’s practice focuses on employment litigation for national and regional employers of all sizes in administrative, state, and federal court actions. She regularly represents clients in all areas of litigation under state and federal fair employment practice statutes, including the Civil Rights Act, the Americans with Disabilities Act, the Family and Medical Leave Act, the Age Discrimination in Employment Act, the Fair Labor Standards Act, and the Employee Retirement Income Security Act. In addition to her litigation practice, Janet routinely advises clients on all aspects of employment and employee relations law, such as employee hiring, termination and discipline, employment contracts, releases, covenants not to compete, reductions in force, policies and best practices, agency investigations, and investigation of employee complaints and employee injury claims. Janet earned her J.D. degree from Southern Methodist University Dedman School of Law.
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