HR departments understand the challenge: the Americans with Disabilities Act (ADA) requires employers to reasonably accommodate employees or job applicants who have disabilities. But what exactly is “reasonable” and what needs to be done during this required “interactive process”? Further complicating matters: Conflicting guidance about the interactive process from the EEOC and the courts. In a practical sense what does all this mean? And how can HR be sure that it is engaging in the required interactive process? Fortunately, attorney and leading HR expert Melissa Fleischer is here to help you navigate these issues and provide the real-world guidance you need to limit liability while also serving the diverse needs of employers, employees, and applicants.
A sample of the many practical tips you’ll take away:
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