Frank C. Morris, Jr., Member of the Firm in the Labor and Employment and Litigation practices, will present “Mental Illness, Intellectual Disabilities, and the ADA,” a Lorman Education Services audio conference.
The ADA and Intellectual (Mental) Disabilities
- The Expanded Coverage of the ADA Amendments Act and EEOC Regulations
- The Explosion in Charges Under the ADAAA and the New EEOC Regulations
- The EEOC’s Rules of Construction for Intellectual Disabilities
Defining Intellectual Disabilities Under the ADA
- What Intellectual Disabilities Are Substantially Limiting?
- Is Medical Evidence Required?
- Determining Whether an Applicant or Employee With an Intellectual Disability Is Qualified
- ADA Determinations and Mitigating Measures
- Creating ADA Compliant Job Descriptions
Consideration of Particular Intellectual Impairments
- Key Issues Concerning Bipolar, Major Depressive, Post-Traumatic Stress, and Autism Disorders
- The Key Importance of Job Descriptions on Intellectual Disability Issues
The Interactive Process
- Must a Person With an Intellectual Disability Request a Reasonable Accommodation?
- Properly Managing the Interactive Process
- Addressing Proposed Accommodations by an Applicant or Employee
- Presenting Proposed Reasonable Accommodations
The Direct Threat Defense and Safety Concerns
- Establishing the Direct Threat Defense
- Determining If a Direct Threat Can Be Remediated by Any Reasonable Accommodation