You must adhere with the new employee reasonable accommodation rules. Even first-time mistakes can result in massive financial penalties.
The problem is that the pandemic has altered the type of mental and physical conditions that you must consider, and the cost of making a mistake is simply too great – especially related to COVID. Work-from-home allowances and vaccination exemptions make handling these situations even more difficult.
All it takes is for you to incorrectly respond to a reasonable accommodation request from an employee or an employment candidate or fail to engage in the interactive process and you could be left facing a costly and stressful lawsuit. But there is help available….
Labor and employment attorney, Arlene S. Switzer Steinfield, JD, is presenting a 60-minute online training that will walk you through how your practice can avoid violating these reasonable accommodation rules. By attending this training, you’ll get clear, practical advice on how to properly respond to employee reasonable accommodation requests, and how to determine (and prove) when the request may result in a hardship for your practice.
Here are just a few of the reasonable accommodation compliance strategies you’ll receive during this online training:
- Determine what questions you are allowed to ask an employee making a request
- Standardize your reasonable accommodation request process to head off ADA violations
- Decipher the difference between required mental vs. physical disability accommodations
- Pin down how to respond when an employee refuses the accommodation you offer
- Discover when alcoholism and substance abuse warrants a reasonable accommodation
- Protect yourself by documenting good faith efforts to provide reasonable accommodations
- Identify who on your staff qualifies as an “individual with a disability,” this might surprise you
- Clarify when an accommodation can be withdrawn, and how to do it correctly
- Recognize when you can rely on a “direct threat” defense
- Uncover when an employee’s request for a religious vaccine exemption applies
- Assess what constitutes an undue hardship for your practice, and how to prove it
- Avoid reasonable accommodation mistakes while interviewing potential candidates
- Pinpoint when you can require an employee to work in the office after being remote
- And so much more…
You must be crystal clear when it comes to complying with the new Equal Employment Opportunity Commission (EEOC) reasonable accommodation rules. Even if you think an employee doesn’t have a disability, you must be extremely careful when responding to a reasonable accommodation request.
By attending this upcoming attorney-led online training, you’ll know what constitutes a reasonable accommodation, and how to comply with the ADA’s rules. You’ll have the knowledge and tools necessary to protect your practice from a costly lawsuit, and ensure you are meeting your staff’s needs as well.
Sign up today to guarantee your access to this training. Don’t wait, register today.
Arlene Switzer Steinfield, JD, is the principal of Steinfield Employment Law, PLLC. She has over 43 years of experience representing employers in all facets of labor and employment law. For the past few years, she has focused on representing healthcare practices in various states throughout the country. As such, Ms. Steinfield fully comprehends the unique challenges of employment law compliance.
She is a nationally recognized expert and the current Vice President and incoming President of the College of Labor and Employment Lawyers, which is a by-invitation-only organization recognizing those who have distinguished themselves in the field. Ms. Steinfield is a prolific author and speaker on a wide array of subjects in labor and employment law who prides herself on providing practical advice and offering creative solutions to employers faced with workplace challenges.
