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Autism in the Workplace; What You Need to Know

Increase your understanding of autism and deepen your knowledge of protections under the ADA.

In recent years, employers have increased their recruitment and recognition of neurodiverse job candidates, resulting in more neurodiversity in the workplace, including employees with autism. As awareness of intellectual impairments has increased, employers are increasingly challenged with navigating the Americans with Disabilities Act and other laws while identifying reasonable accommodations and creating inclusive working environments. Additionally, in recent years, the number of EEOC charges related to disability discrimination based on mental impairments has generally remained consistent or increased slightly depending on the impairment, but charges related to discrimination based on autism have gradually increased each year since 2015. This presentation will help increase employers' understanding of autism, including common traits and strengths of employees with autism. Additionally, attendees will deepen their knowledge of the Americans with Disabilities Act, including employee protections under the ADA, particularly as it relates to employees with autism, and learn best practices to apply to their workplaces. This session will benefit employers greatly as neurodiversity in the workplace becomes increasingly popular.

64 minutes
Course Exam
Certificate of Completion
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Why Lorman?

Over 36 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

Why Are We Talking About Autism in the Workplace?

  • More Employers Are Tracking Neurodiversity as Part of Their DEI Efforts
  • Employers Are Recognizing Talents/Skillset of Employees on Autism Spectrum
  • The Number of Charges of Discrimination Based on Mental Impairment Has Generally Remained Consistent in Recent Years, but There Has Been an Increase in Charges Based Specifically on Autism

What Is Autism?

  • How Is Autism Defined?
  • What Are Traits That Are Common to Autism?

ADA Refresher

  • The ADA and Employment Protections
  • The ADA and Protections of Employees With Intellectual Disabilities
  • Employee Rights and Employer Obligations

Autism in the Workplace

  • Identifying Employees That May Need an Accommodation
  • How Can Employers Identify and Recognize That an Employee With Autism Needs a Reasonable Accommodation, and When Is the Duty to Engage in an Interactive Dialogue Triggered?
  • Working Through the Interactive Process With an Employee With Autism
  • Reasonable Accommodations for Employees With Autism
  • Supporting Employees With Autism

Best Practices

  • Best Practices for Employers Related to the Interactive Process and Reasonable Accommodations for Employees With Autism
  • Best Practices for Increasing Neurodiversity in the Workplace
  • Resources for Employers

Questions and Answers

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Why Lorman?

Over 36 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 Course

This course was last revised on November 14, 2022.

Call 1-866-352-9540 for further credit information.

  • ASA 1.0
     
  • This program qualifies for 1.0 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected] Please retain proof of attendance in the event your CE record is audited.
     
  • HR Certification Institute 1.0
     
  • This E-Learning program has been approved for 1.0 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.0
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
     

To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.

  • Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

MP3 Download

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 36 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

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Taylor N. Brook

Faegre Drinker Biddle & Reath LLP

Taylor Brook

  • Associate at Faegre Drinker Biddle & Reath LLP
  • Practices in the labor and employment group with an emphasis on defending employers against discrimination and retaliation claims, including at the administrative phase with state agency or EEOC investigations
  • Assists employers with creating anti-discrimination and reasonable accommodation policies as well as conducting training on anti-discrimination topics like preventing microaggressions in the workplace
  • J.D. degree, University of Michigan Law School; B.A. degree in psychology and political science, with distinction, University of Colorado at Boulder
  • Can be contacted at [email protected] or 303-607-3702
Angela N. Johnson

Angela N. Johnson

Faegre Drinker LLP

  • Partner at Faegre Drinker Biddle & Reath LLP
  • Litigation practice focuses on defending against claims of discrimination, harassment, and retaliation under Title VII, Section 1981, the ADA, and ADEA
  • Counsels employers through day-to-day employment issues from hiring to firing and everything in between, including the use of drug and alcohol testing, background checks, and workplace investigations
  • Regularly speaks at seminars on a variety of topics, including drug and alcohol testing, ADA compliance, and workforce restructuring
  • Has published several articles, was recently quoted in a SHRM article on the ADA’s protection of workers with opioid use disorder who are in treatment or recovery, and is a chapter editor of Age Discrimination in Employment Law, published by Bloomberg Law
  • J.D. degree, cum laude, Notre Dame Law School; B.A. degree in political science, Indiana University South Bend
  • Can be contacted at [email protected] or 317-237-1033
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Product ID: 410163
Published 2022
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