The ADA-Required Interactive Process: Guidance for Complying with the Requirements
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:
- The latest interactive process guidance and cases under the ADA.
- When you must engage in the interactive process and the steps to follow.
- When it’s unsafe to engage.
- How to deal with uncooperative employees who try to delay or derail the interactive process.
- How long you must continue the interactive process.
- How many times you must try alternative accommodations.
- Actual examples of how to engage in the interactive process.
- And much more!
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