The ADA requires employers to make reasonable accommodation for an employee with a covered impairment. Yet while everybody talks about what HR has to do – no one tells HR how to actually do it.
Do too little and you will have trouble, but how much is enough? How do you even start the conversation? Throw in an uncooperative employee, a nosy manager, and a complicated impairment and you can actually create trouble beyond your wildest dreams that a simple structured conversation may have averted. Learning Objectives:
This training session will help you develop a process to handle ADA requests respectfully, efficiently, discretely and expeditiously. Specifically, you will learn:
About Your Speaker
- How the ADA Amendments Act changed how HR handles reasonable accommodation requests
- How much medical information should you gather, if any?
- What about mental impairments that are hard to get a handle on?
- When is an impairment a safety threat?
- How much is too much accommodation, and when is it not enough
- Documenting the discussion
- Following up on accommodations
- What if an employee won't cooperate?
- What to do about impairments that are increasing in severity
Teri Morning, SPHR, has over 15 years organizational development and teaching experience in a variety of professional fields for both profit and non-profit companies.
In addition to a MBA, Teri also has a Master’s degree in Human Resource Development with a specialization in Conflict Management, is certified in mediation skills, is qualified as a Myers-Briggs practitioner, and holds the SHRM certification of a Senior Professional in Human Resources (SPHR).PHR / SPHR Credits!
This program has been approved for 1.5 recertification credit hours through the HR Certification Institute.