Congress amended the American’s with Disabilities Act to make it easier to establish a disability, and consequently the right to reasonable accommodation and protection against discrimination. Only recently has the EEOC issued final regulations interpreting the amendments and setting forth its enforcement position. With increased funding and increased manpower, the EEOC will more likely than not challenge long standing managerial approaches to monitoring attendance, workplace safety, light duty and accommodation. At the same time, employers must navigate this amended federal law in the context of state worker’s compensation laws.
Join us for discussion on the interplay between the new ADAAA and state worker’s compensation law, including:
- How has the definition of "disability" changed?
- What implications does the law have for policies limiting the duration of leave?
- Are there changes regarding employer wellness initiatives?
- How are light duty programs impacted?
- What must be done to avoid workers’ compensation expenses when offering modified duty?
- When should settlement of workers’ compensation liability be considered?
- What changes to Ohio workers’ compensation laws can be expected in the next year?
Register early. Because of space constraints, attendance is limited.
RSVP via e-mail to: Sharon Staton at email@example.com