Conducting an objective Undue Hardship Analyses before denying an accommodation is a requirement under the ADA. You want to make sure you've got very clear documentation justifying why you're denying that accommodation if you believe it's an Undue Hardship. In this training, you will learn how to create a solid standard operating procedure for responding to an employee or an applicant who has identified an accommodation that you believe might be an Undue Hardship.
- What is Undue Hardship and what it is not?
- How to conduct an Undue Hardship Analysis?
- The factors you need to consider when conducting an Undue Hardship Analysis on a potential accommodation.
- What to do when you confirm an accommodation to verify that that employee is a Qualified Individual with a Disability?
- How do you objectively research and document all your efforts?
- Three critical factors that justify an Undue Hardship on your organization.
- The big difference between an employee who is not a Qualified Individual with a Disability, and an employee who is not able to have their accommodation occur because it's an Undue Hardship.
- How to understand and objectively document the Undue Hardship Analysis process
- Why an accommodation identified as Undue hardship doesn’t mean the end of the Good Faith interactive process and what to do next?
- 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™ Welcome
Completing the Undue Hardship Analysis Course Companion
Course Transcript: Completing the Undue Hardship Analysis
Lesson 1 - Conducting the Undue Hardship Analysis
Lesson 2 - Objectively Research and Document Your Efforts
Completing an Undue Hardship Analysis 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 She has been helping companies implement FMLA/ADA regulations since they were originally enacted in the early 90s’.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