The Equal Employment Opportunity Commission’s (EEOC’s) long-awaited regulations on the Americans with Disabilities Act Amendments Act (ADAAA) were recently released and will take effect on May 24, 2011.
In light of the EEOC’s expansive interpretation of the ADAAA — as well as its promise to vigorously enforce it — employers need to understand the broad scope of the agency’s mandates and ensure that their policies and practices are compliant.
This noon briefing will explore the real-world implications of the new regulations and provide practical guidance on the following topics:
- The new definition of “disability”: The EEOC’s nine rules of construction for determining who has a covered disability may prompt you to wonder: Who isn’t disabled under the law? For example, the ADAAA, as interpreted by the EEOC, now:
- Lowers the bar for meeting the definition of “major life activity”;
- Affords greater coverage for an impairment that is “episodic,” “in remission,” or lasting less than six months; and
- Virtually eliminates the ameliorative effects of mitigating measures as a consideration.
- How the broadened definition of disability changes the playing field when an employee now claims to be disabled and requests a reasonable accommodation.
- Why your current policies and practices — from job descriptions to the interactive process — may not be up to the task.
- The implications of the new ADAAA for your FMLA and other leave policies, and why they, too, may need to be revisited.
We hope you will join us for this topical and informative briefing.
Registration fee is $30.
To register, please click here.
If you have questions about this briefing, please contact
Dawn McCauley at (312) 499-1410 or email@example.com.