Boston, MA Omni Parker House September 3, 2014
Chicago, IL Four Seasons Hotel August 28, 2014
Dallas, TX Omni Dallas Hotel at Park West September 5, 2014
Denver, CO Ritz-Carlton Denver September 18, 2014
Los Angeles, CA Omni Los Angeles Hotel September 16, 2014
San Francisco, CA Parc 55 Wyndham Union Square August 26, 2014
Seattle, WA Motif Seattle (formerly Red Lion on Fifth Ave) September 10, 2014
Washington, DC Ritz-Carlton Pentagon City September 22, 2014
The 2014 brochure is now available.In this one-day limited enrollment interactive Workshop, hear from ADA expert David Fram, as he focuses on critical ADA workplace developments, including significant court cases, EEOC's latest policies, and the latest developments flowing from the EEOC's 2011 Final Regulations on the ADA Amendments Act.
July 14, 2014 - New EEOC Enforcement Guidance on the ADA and Pregnancy Discrimination Act (PDA) released. We will be covering EEOC's expansive position on when pregnancy-related conditions will be considered ADA “disabilities,” and the ADA’s “reasonable accommodation” obligation relative to the PDA for many non-disabled pregnant employees.
Topics covered include who is a "qualified" individual with a "disability," conduct rules, "reasonable accommodation" requirements, and developments concerning medical examinations of applicants and incumbents, with an opening session highlighting the most common questions from human resources professionals and lawyers and "checklists" for analyzing and documenting ADA and Rehabilitation Act issues.
The past year was filled with dramatic ADA developments. Importantly, employers have been operating under the ADA Amendments Act (ADAAA), which vastly expanded the definition of what is a “disability” under federal law 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 in connection with the meaning of "qualified" and "reasonable accommodation." At this year’s Workshop, we will be discussing hundreds of practical workplace issues, such as:
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; Whether getting along with others is an essential function of jobs; How employers should deal with situations involving conflicting doctors’ notes; How to deal with employees who have unreliable or unpredictable attendance, or who continually request extensions of leave; 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; Whether employers really must give accommodations such as non-competitive reassignment or work-at-home; and Whether conduct rules can be enforced if the employee allegedly broke the rule because of a disability.
Participants will receive the 35th Edition of "Resolving ADA Workplace Questions," an unparalleled research and reference workbook. This Workshop will provide between 6.5-7.8 CLE / HRCI / CEU credit hours, depending upon the jurisdiction.
Early Registration Fee: $495.00 (Available until approximately 3 weeks prior to the seminar date; please consult brochure for exact date.)
Registration Fee: $545.00
The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit.