Reasonable Accommodations and Interactive Process Training for Line Supervisors and Managers
Navigating through the process of identifying reasonable accommodations for an employee with a disability can be complicated. The law requires a good faith “interactive process” using fact specific, case-by-case details to reach decisions. Missing the flags that initiate the process or mishandling these requests for accommodations can create legal risks, and become costly for the organization. The reality is that the first people in your organization to hear about an employee request or possible need for accommodation are the line supervisors and managers. This training will prepare your team to respond quickly and appropriately.
This 30-minute training will cover:
- Employer obligations under Federal and State disability law, including what constitutes “disability”
- The supervisor or manager’s role in the process
- The importance of using the “interactive process” to engage with the employee
- Identifying essential job functions
- Brainstorming to bridge the gap between an employee’s limitations and successful performance
- Dialog and documentation throughout the process
COMING SOON
Introduction to the ADA Interactive Process and Reasonable Accommodations for Human Resources
In many organizations, the responsibility for taking the lead in the ADA Interactive Process lies with Human Resources. While this process can feel complex at times – and quite intimidating — this course will map out a simple, straightforward approach to the interactive process when determining if reasonable accommodations are needed and feasible for an employee with a disability. This is intended for Human Resources and Risk Management professionals with little or no experience with the interactive process.
This 1-hour course will cover:
- Understanding employer obligations under the law
- Key definitions for “disability” and what is “reasonable”
- Identifying the triggers that initiate obligations to engage in the process
- Identifying, documenting and explaining essential job functions
- Obtaining documentation and clarification from the doctor or care provider demonstrating the need for accommodation
- Using available resources to identify accommodations and assistive technology
- Brainstorming to bridge the gap between an employee’s limitations and successful performance
- Documentation of the process and outcomes
Training is approved for 1.0 hour HR (General) credit toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®)
COMING SOON
Advanced Facilitation of the ADA Interactive Process and Reasonable Accommodations
Effectively guiding a timely, good faith ADA Interactive process is the key to an organization achieving positive outcomes and legal compliance. This session takes us beyond the fundamentals of the law and teaches participants best practices for what to do and how to be successful at navigating through the process.
This 4-hour training will cover:
- Getting the interactive process started – Learn the triggers that initiate the process and strategize on how to move forward even when you may not have all the information you need.
- The Steps of the Interactive Process – Follow the steps from identification of essential job functions, utilizing available resources, guiding supervisors and managers, through to implementation or denial of accommodations.
- Time off as an accommodation – understanding when is enough ENOUGH?
- Navigating requests for telework/work from home – differentiating between preference and the necessity for accommodations, ensuring successful performance of the essential functions is the goal
- Detangling performance, conduct and disability issues – how to pause performance discussions and use the interactive process as your guide
- What to do when the employee does not interact?
- Resources and tips for identifying accommodation ideas
- Real case scenarios and troubleshooting challenging situations
Training is approved for 4.0 hours HR (General) credit toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®)
