It has become a common scenario when an employee asks for accommodation from the business. In such scenario, it is required that the business take a feasibility test for whether such accommodation can be provided. The list of the topics that needs to be explored in this feasibility test are many. The definition of ‘duty to reasonably accommodate’ should meet the criteria such as religious beliefs, and disabilities etc.
KEY TOPICS COVERED:
- Employer-mandated flu shots and other vaccines (COVID?)
- How the FFCRA comes into play
- EEOC v. Abercrombie & Fitch Stores, Inc.
- How duty to accommodate is different under Title VII and the ADA
- Employee demanding to wear skirt – what to do?
- Requesting letters from religious leaders
- Biometric scanners – how they come into play with accommodations
- Jehovah’s Witness and religious accommodations
- Grooming policy & dreadlocks
- Mental disabilities – obligations to accommodate?
- Does the ADA Require Automatic Reassignment to Another Position?
- Pregnancy – is there a duty to accommodate?
- Can you fire a worker if she cannot work after using up all 12 weeks of her leave under the Family Medical Leave Act?
- Website accommodations
Mr. David Miklas of Law office of David Miklas, P.A. has a rich experience of over 20 years in labor and employment law. He will throw light on the subject with practical examples and consequences discussed in detail. This course is recommended for all the professionals who handle such responsibilities in a business firm.