The American with Disabilities Act is a very complex regulation. Failing to implement ADA in compliance with federal regulations can lead to expensive litigation as well as impact the dates the leave and healthcare benefits end.
This is your opportunity to take control and effectively manage disabled employees in the workplace and specifically understand the implementation of ADA disability compliance requirements. Discover the system for navigating the American with Disabilities Act Interactive Meeting process and the requirements and understanding of the role of a Good Faith Interactive meeting and the Undue Hardship Analysis.
- Learn to identify who is eligible under federal regulations and the definitions of disability and what exactly is a Qualified Individual with a Disability.
- Discover the SIX stages of the ADA Designation and Interactive Process
- Understand when the need for a potential accommodation has been identified.
- Learn the process for requesting clarification regarding how the disability impacts the ability to perform the Essential Functions of the Job and the type of accommodation that is requested.
- Learn why each stage is critical to determine if the employee is disabled, needs an accommodation, and is a Qualified Individual with a Disability.
- How to respond if additional information is needed and how to cure under the ADA as well as implementing the accommodation
- How do you follow up with the accommodation once it's been implemented?
- Specific strategies for following up and verifying whether the employee really is a Qualified Individual with a Disability with the accommodation and the performance requirements.
- How to specifically address noncompliance of accommodation guidelines?
- Become aware of the issues regarding the ADA Good Faith Interactive Meeting process.
- How to conditionally designate ADA pending a Qualified Individual with Disability determination from an HR industry standards perspective in compliance with federal regulations.
- The process of o objective medical data to confirm how the employee's disability impacts their ability to perform the Essential Functions of the Job
- Learn the process for obtaining ongoing medical certification and what to do if it's not provided.
- How to deal with intermittent and reduced schedule leave under ADA?
- How to manage Workers' Comp and ADA?
- What do you do with light duty and modified duty notifications?
- Learn specific strategies for managing accommodations in your workplace including medical leave as an accommodation in compliance with HR industry standards of care.
- 1.5 hours of on-demand video training
- One year access
- Available online 24x7
- 1 Q&A session
- Learn anytime, anywhere
- Assessment quiz
- Companion guide
- 1 PDCs for the SHRM-CP® SHRM-SCP®
About this CourseFREE PREVIEW
Bonus: Integrated Medical Leave & Accommodation Management System™
ADA (US) Course Companion
Course Transcript: ADA Designation (US)
Lesson 1 - Identifying the Need for a Potential Accommodation and How the Disability Impacts the Ability to Perform Job Functions
Lesson 2 - Navigating the ADA Interactive Process & Role of the Good Faith Meeting and Undue Hardship Analysis
Lesson 3 - Accommodation Designation and Compliance, Addressing Complaints, Retaliation, Harassment, Discrimination, Performance Write Ups and Non-Compliance
ADA Designation (US) Assessment
Take the training, if you are dissatisfied with the depth and breadth of knowledge after your first training, simply ask and we’ll send you 100% money back. All we ask for is evidence that you’ve taken the training and attempted to complete the self-assessment quiz.
Beth is recognized as a leading authority in FMLA/ADA HR compliance with over 27 years of in-the-trenches experience. She has been helping companies implement FMLA/ADA regulations since they were originally enacted in the early 90s’. She is a sought after subject matter expert providing expert testimony for litigations and lawsuits.
Beth De Lima’s CV