• Complying with Americans With Disabilities Act and the Interactive Process
  • Complying with Americans With Disabilities Act and the Interactive Process

    • Speaker : Bob McKenzie
    • Session Code : BEAPR2622
    • Date : 26th April 2022
    • Time : This Event is Over and the Recorded Copy is Available
    • Duration : 1 Hour 15 Mins



Disability Discrimination Charges have risen more dramatically in the last 10 years than any other reason. While the number of discrimination charges filed with the Equal Employment Opportunity Commission for Age, Race, National Origin, Religion and Gender have gone down substantially since 2008, the number of disability discrimination charges has risen by over 25%.


Complying with the Americans With Disabilities Act (ADA) and the 2008 Americans With Disability Act Amendment Act (ADAAA) is much more complex. The definition of a disability is very far ranging to the point that most people have no idea what qualifies as a disability. 


The EEOC states, “The ADAAA … emphasizes that the definition of disability should be construed in favor of broad coverage of individuals to the maximum extent permitted by the terms of the ADA…


… The effect of these changes is to make it easier for an individual seeking protection under the ADA to establish that he or she has a disability within the meaning of the ADA.”


Complying with ADA and ADAAA (Americans With Disabilities Act Amendment Act) requires a number of additional steps that must be followed.  As the old saying goes, ignorance of the law is no defense. 


Understanding terms such as “Essential Job Function” “Undue Hardship,” “Reasonable Accommodation” and “Interactive Process” is critical to fulfilling your ADA requirements.


None of the other types of discrimination charges require a reasonable accommodation to the extent necessary under ADA.


None of the other types of discrimination charges require a good faith effort to have an interactive process to determine if an individual with a disability is qualified for the job or whether an accommodation is reasonable. 


When the ADAAA was signed into law in 2008, Human Resources Professionals had to make an assumption that everyone may have a disability. 



The following areas will be covered during the session:


  • Summary of the Americans With Disabilities Act of 1990
  • Summary of the Americans With Disabilities Act Amendment Act of 2008
  • Understanding Essential Job Functions
  • Understanding Reasonable Accommodations and Undue Hardship
  • How to conduct the Interactive Process
  • Essential Documentation
  • Summary
  • Action Items


Why Should you attend?


Attendance at the webinar will add significant knowledge to HR professionals who need to understand how this law works.


Who will benefit?


  • Human Resources professionals
  • Small Business Owners
  • Supervisors
  • Managers

Bob McKenzie, has over 40 years of human resources management experience. His background includes a wide range of hands-on experience in all areas of Human resources management in all types of industries within the public and private sectors. 

Bob has been cited in a number of Human Resources trade publications. Among them are HR.com, HR Magazine, HR Florida Review, Vault.com, BNA and the Institute of Management and Administration and the Business Journal. He has been a speaker at a number of conferences as well as audio and web-based seminars.

Bob is a graduate of Rider University where he received a Bachelor of Science in Commerce Degree and double majored in Industrial Relations and Organizational Behavior.

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Tags: Americans, Disabilities, Act, bob, mckenzie, april 2022, webinar