Common Concerns and Penalties Related to the Americans with Disability Amendments Act (ADAA)

Why Should You Attend:

Many employers think of ADAAA as an obstacle to their business. This webinar will show you how ADAA addresses some of employer concerns that the original ADA did not address, and how implementing the ADA in a way that reflects concerns of the disabled employee and the needs of employers is now easier and more realistic for the workplace.

This presentation will also review an option that clients have found effective when an employee requests accommodation that is beyond the capabilities of the business to offer.

This webinar will answer some of the critical questions that employers face today, and others: How can you tell if you need to offer an employee Reasonable Accommodation? What is Reasonable Accommodation? What are” Essential Duties” of a position? (Do you know it is a legal requirement of ADAAA to identify them?) Where are “Essential Duties” best recorded? What is a “Qualified Applicant with a Disability”? Why is that important? What are the penalties that a business might suffer if they are found to not have properly implemented requirements of ADAA? Who assesses the penalties? What are the chances these requirements will go away?

Learning Objective:

Identify ADAAA requirements, concepts, and broad applicability of the Act.

Areas Covered in the Seminar:

• When did the Americans with Disabilities Act (ADA) come into being?
• What are the primary provisions of ADAAA?
• What is ADA designed to accomplish?
• A summary of why was ADA amended.
• When was it amended?
• A summary of the changes that the amendments made to the original Act.
• Examples of effective implementation of ADAAA.
• Common problems employers have experienced with implementing ADAAA
• Possible options to resolve common problems.
• Bigger problems employers have experienced with implementing ADAAA.
• Possible options to resolve bigger problems.
• Penalties under ADAAA.

Who Will Benefit:

• Hiring Managers in private, public, and not-for-profit organizations
• Human Resource staff and managers in private, public, and not-for-profit organizations
• Office Managers and others who have been charged with the human resource function at their private, public, and not-for-profit organizations
• Supervisors in private, public, and not-for-profit organizations
• Chief Operating Officers, Chief Financial Officers, and others serving those roles in private, public, and not-for-profit organizations

Instructor Profile:

Joe Gross, is a self-employed consultant with HR & Policy Solutions, PLLC in Olympia Washington. His consulting company develops a variety of human resource and policy systems for employers in the private, not-for-profit, and public sectors. Areas of emphasis in his practice are legal compliance, hiring, classification, writing employee manuals, and workforce alignment.

He is a published author, and is certified as a Senior Professional in Human Resources by the national Society of Human Resource Management. His Bachelor of Arts degree is in Legal and Governmental Services from Pacific University in Oregon. His Master of Public Administration degree is from the University of Washington in Seattle.

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