Duty to Reasonably Accommodate: Disability, Religion and Pregnancy

Learning Objectives

• To gain expertise in handling employee requests for accommodations, addressing diverse issues from disabilities to grooming policies and dress codes.
• To discuss the risks involved when accommodating employees with disabilities and learn best practices to navigate such scenarios effectively.
• To analyze and differentiate between the duty to accommodate for religion, disabilities, and pregnancy, understanding their distinct differences and legal implications in the workplace.

Course Description

This course is valid up to December 31st, 2024 for CPP and FPC Professionals. It is advisable to complete this course before that to get the credit on time.

Ever pondered the intricacies of accommodating diverse employee needs in your workplace? Tailored for business owners and Human Resources professionals seeking comprehensive insights, this course navigates the complexities of accommodating employee needs within the workplace. Delving into the duty to "reasonably accommodate," the course provides an extensive exploration of accommodating disabilities, religious beliefs, and pregnancy in a professional environment.

Participants will delve into pivotal areas, encompassing the newly established Pregnant Workers Fairness Act (PWFA) and its imperative accommodations. Moreover, the PDC/RCH course comprehensively addresses religious accommodations, dissecting the nuances within Title VII, while also examining the interplay between LGBT rights and religious freedoms. The intricacies of ADA impacts during the probationary period and real-life instances involving disability accommodation requests will be thoroughly examined, employing clear and accessible language to facilitate understanding, particularly about invisible disabilities.

This online webinar offers a deep exploration of crucial topics such as undue hardship analysis, direct threat assessments, and the sensitive realm of bathroom-related accommodations. Participants will gain valuable insights into the evolving landscape concerning the burden on religion-based accommodations, as well as the intricate considerations surrounding the termination of an employee who has utilized their entire 12-week leave under the Family Medical Leave Act (FMLA).

Major Topics Covered:

• Specifically declared unlawful employment practices 
• Examples of reasonable accommodations provided by EEOC
• Pregnant Workers Fairness Act: What it prohibits
• Enforcement Guidance on Reasonable Accommodation & under undue hardship under the ADA
• Direct threat
• What can be regarded as discrimination
• How to handle an employee's request for an ADA accommodation
• case examples of discrimination to PTSD

Overview

• What else does the PWFA prohobit?

  4 mins
• Requesting reasonable accommodation

  14 mins
• Direct threat

  23 mins
• ADA/GINA

  30 mins
• How managers can support employees with chronic illness

  43 mins