Dates: 6/12/2018, 1 PM Eastern; 6/19/ 2018, 1 PM Eastern; and 6/27/2018, 1 PM Eastern
Duration: Each session is scheduled for 90 minutes including question and answer session.
Presenter(s): Melissa Fleischer, attorney at law, founder and president of HR Learning Center, LLC
Price: $849.00 webinar, $999.00 Digital Downloads, $1199.00 webinar and Digital Downloads. Each option may be viewed by an unlimited number of attendees in one room. DLs include full audio presentation, question and answer session, and presentation slides.
CE Credits: Each session has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. Each session is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.
Who Should Attend? HR administrators, supervisors and managers, financial officers, other senior executives
The Americans with Disabilities Act (ADA) protects employees affected with a broad range of disabilities from discrimination. However, the law and its requirements are extremely complicated, especially when it comes to disabilities that may not be evident on the surface. Employees dealing with chronic illness, mental challenges, or addiction are often valued employees that need reasonable accommodations to perform their duties successfully. What are the employer’s obligations under the ADA to offer these accommodations, and what other issues need to be considered? Further complicating matters, a number of other laws also impact these situations, such as FMLA and GINA. Given the likelihood that your organization employs at least one person facing one of these covered disabilities, it is imperative that you know how to apply the laws correctly to minimize the risk of litigation and liability.
Please join Melissa Fleischer for this three-session series covering the ADA issues that arise frequently in your organization, yet are often misunderstood and mishandled.
WHAT YOU'LL LEARN
Session 1 on June 12, 2018, will cover employees with chronic illnesses, and cover the following:
- Whether chronic illnesses are considered a disability under the ADA
- Whether chronic diseases are also covered under state disability laws
- How to respond to an employee’s request for a “reasonable accommodation” under the ADA
- When an employer is required to engage in the “interactive process”
- Examples of “reasonable accommodations” for an employee with a chronic health condition
- Whether chronic health conditions constitute a “serious health condition” under the FMLA
- What rights employees with chronic health conditions have under the FMLA
- Tips on avoiding legal pitfalls associated with dealing with chronic health conditions in the workplace
- What is considered “Genetic Information” under GINA
- Your obligations if an employee has genetic testing revealing he/she is likely to develop a chronic health condition
- Recent cases under the ADA and FMLA and GINA regarding discrimination against employees who have chronic health conditions
- AND MUCH MORE!
Session 2 on June 19, 2018, will cover employees with psychiatric disabilities and explore such topics as:
- What constitutes a psychiatric disability
- What the Americans with Disabilities Act requirements are, including certifying the disability, accommodation, and period of certification
- How the Family and Medical Leave Act and its intermittent leave requirements fit into psychiatric accommodations
- How workplace safety issues should be addressed while not discriminating against the employee who has been certified with a psychiatric disability
- GINA considerations
- AND MUCH MORE!
Session 3 on June 27, 2018, will cover opioids, substance abuse, and alcoholism, and address:
- Tips to keep in mind when handling workplace substance abuse issues
- Misconceptions that may lead to discrimination against employees with substance abuse problems
- Anti-discrimination laws and how they apply to disabled workers with substance abuse problems
- Which workers are protected by the ADA when they have substance abuse issues
- The legal distinction between a current drug addict and a recovering drug addict and how that impacts their protections under the ADA
- What you can and cannot do in applying performance standards to such disabled employees
- Tips to effectively handle worker drug and alcohol abuse while staying within the law
- Resources available in your organization for managing substance abuse issues
- AND MUCH MORE!
YOUR CONFERENCE LEADER
Your conference leader for “Tricky ADA Issues Hiding in Plain Sight: Chronic Illnesses, Psychiatric Disabilities, Substance Abuse and Alcoholism” is Melissa Fleischer, attorney at law. Ms. Fleischer is a management-side employment attorney with 20 years of experience representing clients in employment law discrimination litigation as well as providing preventive counseling and training on workplace issues. HR Learning Center, LLC offers training seminars, webinars, and consulting on a wide range of workplace and human resources issues. She is also a frequent speaker on a wide range of employment law topics including: workplace investigations, anti-harassment training, FMLA and ADA training, workplace violence prevention, etc. Ms. Fleischer earned her J.D. degree from The George Washington University Law School in Washington, D.C., and her B.A., cum laude, from New York University.
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