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Understanding and Complying with the New Realities of the ADA

The EEOC finally issued its final regulations implementing the ADA Amendments Act (ADAAA). The sweeping changes to the ADA are continued in the EEOC final regulations and recent court decisions. Employers are faced with complex new regulations and an explosion of ADA claims. ADA claims are now over 25% of all EEOC charges. The ADAAA and the EEOC regulations completely changed the rules of ADA compliance for employers. The focus has shifted from whether an individual has a disability to whether an individual is “qualified,” whether the employer properly engaged in the “interactive process” and whether the employer offered a “reasonable accommodation” to many more individuals who will be considered “disabled”. Every employer needs to take action to comply with the ADA Amendments Act and the EEOC regulations and the rapidly evolving court decisions under the amended law and regulations. Order this OnDemand Webinar to learn how to keep your organization in compliance with the EEOC’s regulations and to avoid being part of the ADA litigation epidemic.


Runtime: 92 minutes
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Why Lorman?

Over 30 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

How the New EEOC Regulations Alter the Analysis of Whether an Individual Is Disabled and How the Courts Have Applied the Amended Law and the Regulations

Critical Changes to the Definition of “Major Life Activities”

How the EEOC Regulations May Make Even Short-Term Impairments Covered Disabilities

Whether EEOC’s Regulations Seek to Make ADA Coverage Almost Equivalent to That of Family and Medical Leave Act (FMLA)

  • The Interplay Between Leave as an Accommodation and the FMLA

New Treatment Under the Regulations for Medical Conditions Including Diabetes, Epilepsy, HIV and Cancer

  • Are Such Impairments Per Se or Categorical Disabilities Under EEOC’s Regulations

Do the Regulations Treat Mental Disorders Such as Post-Traumatic Stress Disorder, Major Depressive Disorder, Bipolar Disorder and Schizophrenia as Covered Mental Disorders

The Critical Change to the “Regarded As” Disability Definition That Makes It Apply to Many More Individuals and Avoiding New “Regarded As” Claims

Why the Regulations Mean Employers Must Revise Job Descriptions

Why More Accommodations Will Likely Be Required of Employers

  • Reassignment and Reasonable Accommodations
  • Are Extended or Intermediate Leave Reasonable Accommodations
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More Program Information

Why Lorman?

Over 30 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Webinar

No credit available.

Audio & Reference Manual

  • Arizona CLE 1.5
     
  • CA MCLE 1.5 including Elimination of Bias 1.5
     
  • GA CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MO CLE 1.8
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NM CLE 1.5
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8 including Elimination of Bias 1.8
     
  • HRPD 0.5
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

MP3 Download

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MO CLE 1.8
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NM CLE 1.5
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.
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More Program Information

Why Lorman?

Over 30 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Frank C. Morris, Jr.

Frank C. Morris, Jr.

Epstein Becker & Green, P.C.

  • Chair, employment law practice in Washington, D.C. and co-chair of the ADA and Public Accommodations Group for the national law firm of Epstein Becker & Green, P.C.
  • Speaker on the ADA and employment law to the judicial conferences for the federal judges of Third, Fourth, Fifth, Sixth, Seventh and Eleventh Circuits
  • Adjunct professor at the George Washington University Law School
  • Named to Best Lawyers in America and a Super Lawyer for Washington, D.C. by Super Lawyers magazine, and Washington, D.C. and Baltimore’s Top Rated Lawyers
  • Represents and counsels employers and public accommodations nationally in employment, labor, leave and disability matters
  • Can be contacted at fmorris@ebglaw.com
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Why Lorman?

Over 30 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Product ID: 390958
Published 2013, 2017
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