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%.
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.
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.”
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.
terms such as “Essential Job Function” “Undue Hardship,” “Reasonable
Accommodation” and “Interactive Process” is critical to fulfilling your ADA
of the other types of discrimination charges require a reasonable accommodation
to the extent necessary under ADA.
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.
the ADAAA was signed into law in 2008, Human Resources Professionals had to
make an assumption that everyone may have a disability.
following areas will be covered during the session:
of the Americans With Disabilities Act of 1990
of the Americans With Disabilities Act Amendment Act of 2008
Essential Job Functions
Reasonable Accommodations and Undue Hardship
to conduct the Interactive Process
Should you attend?
at the webinar will add significant knowledge to HR professionals who need to
understand how this law works.
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.