The 2010 brochure is now available for download at the bottom of this page.

This one-day limited enrollment interactive Workshop focuses on ADA workplace developments, including significant court cases, EEOC's latest policies, and the impact of the ADA Amendments Act and the groundbreaking interpretations set forth in the EEOC's latest regulatory guidance on this issue. Topics covered include who is an individual with a "disability," "qualified" and "direct threat" issues, enforcing conduct rules, "reasonable accommodation" requirements, and developments concerning medical examinations of applicants and incumbents, with featured sessions analyzing hypothetical cases and the latest "checklists" for analyzing and documenting ADA issues.

The past year was filled with dramatic ADA developments. Most importantly, employers have been operating under the ADA Amendments Act (ADAAA), which vastly expanded the definition of what is a “disability” under federal law. Among other things, the ADAAA changed the definition of “substantially limits,” reversed the major U.S. Supreme Court decisions concerning whether an individual should be analyzed with medication or mitigating measures, and greatly expanded those situations when an employer has “regarded” an individual as disabled.

Over the past year, courts have also refined, clarified, and, in some cases, provided entirely new and different approaches on the ADA's definitions and obligations. At this year’s Workshop, we will be discussing hundreds of practical workplace issues, such as:

Whether the ADAAA will cover short-term conditions, and whether employers should change their policies on how long a condition must last;

Whether the ADAAA will change what it means to be considered substantially limited in the major life activity of “working;”

How supervisors and managers should be trained to avoid “regarding” an employee as disabled under the ADAAA;

How employers should handle an employee request for an irritant-free or stress-free environment;

How employers should deal with situations involving conflicting doctors’ notes;

How to deal with employees who have unreliable or unpredictable attendance;

Practical issues concerning employees covered under both the ADA and the FMLA;

Whether employers can safely give “accommodations” to employees who don’t technically have disabilities or whether this sets up a “regarded as” case; and

Whether employers really must give accommodations such as non-competitive reassignment or work-at-home.

Participants will receive the Twenty-Ninth Edition of "Resolving ADA Workplace Questions," an unparalleled research and reference workbook. This Workshop will provide between 6.5-7.8 CLE/CEU credit hours, depending upon the jurisdiction.

Early Registration Fee: $445.00 (Available until approximately 3 weeks prior to the seminar date; please consult brochure for exact date.)

Registration Fee: $495.00

Order the Program Materials.

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