Frank C. Morris, Jr., Member of the Firm in the Labor and Employment and Litigation practices, will present “Understanding and Complying With the New Realities of the ADA,” a Lorman Education Services Audio Conference.
The EEOC finally issued its final regulations implementing the ADA Amendments Act (ADAAA). The sweeping changes to the ADA are continued in the EEOC final regulations and recent court decisions. Employers are faced with complex new regulations and an explosion of ADA claims. ADA claims are now over 25% of all EEOC charges. The ADAAA and the EEOC regulations completely changed the rules of ADA compliance for employers. The focus has shifted from whether an individual has a disability to whether an individual is “qualified,” whether the employer properly engaged in the “interactive process” and whether the employer offered a “reasonable accommodation” to many more individuals who will be considered “disabled.”
Every employer needs to take action to comply with the ADA Amendments Act and the EEOC regulations and the rapidly evolving Court decisions under the amended law and regulations. Spend 90 minutes with us to learn how to keep your organization in compliance with the EEOC’s regulations and to avoid being part of the ADA litigation epidemic.
- How the New EEOC Regulations Alter the Analysis of Whether an Individual Is Disabled and How the Courts Have Applied the Amended Law and the Regulations
- Critical Changes to the Definition of “Major Life Activities”
- How the EEOC Regulations May Make Even Short-Term Impairments Covered Disabilities
- Whether EEOC’s Regulations Seek to Make ADA Coverage Almost Equivalent to That of Family and Medical Leave Act (FMLA)
- The Interplay Between Leave as an Accommodation and the FMLA
- New Treatment Under the Regulations for Medical Conditions Including Diabetes, Epilepsy, HIV and Cancer
- Are Such Impairments Per Se or Categorical Disabilities Under EEOC’s Regulations
- Do the Regulations Treat Mental Disorders Such as Post-Traumatic Stress Disorder, Major Depressive Disorder, Bipolar Disorder and Schizophrenia as Covered Mental Disorders
- The Critical Change to the “Regarded As” Disability Definition That Makes It Apply to Many More Individuals and Avoiding New “Regarded As” Claims
- Why the Regulations Mean Employers Must Revise Job Descriptions
- Why More Accommodations Will Likely Be Required of Employers
- Reassignment and Reasonable Accommodations
- Are Extended or Intermediate Leave Reasonable Accommodations