Handling the Influx of Accommodation Requests Due to Health Concerns

Returning to the workplace?  Have you received—or do you anticipate receiving—employee requests for accommodation due to health concerns? Do you have questions about accommodations for high-risk employees?  The U.S. Equal Employment Opportunity Commission (EEOC) has issued updated guidance on COVID-19 and the Americans with Disabilities Act (ADA).  Join members of Varnum’s Labor and Employment team to review employer obligations under the ADA with respect to returning to the workplace and compliance with COVID-19 safety protocols.  

This presentation will include a review of the ADA and address:

  • When an accommodation is required under the ADA;
  • What constitutes a reasonable accommodation under the ADA; 
  • What documentation the employer may request to support a request for an accommodation; and,
  • How to apply the law to sample fact patterns. 

This webinar will be recorded and available on-demand shortly after the live webinar. 

Maureen Rouse-Ayoub

Counsel - Labor and Employment

Varnum

Maureen Rouse-Ayoub is seasoned labor and employment attorney working with clients in a variety of industries. She counsels clients on the implementation and enforcement of workplace policies and defends employment-related claims under the numerous state and federal statutes governing the employment relationship. She is a sought-after speaker on labor and employment issues.

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Ashleigh Draft

Associate - Labor and Employment

Varnum

Ashleigh Draft advises clients on compliance with federal and state labor and employment laws and other workplace matters. She is experienced in workplace investigations, defending clients in grievance arbitrations and the successful resolution of employment-related disputes. 

Bill Whalen

Associate - Labor and Employment

Varnum

Bill Whalen is a skilled researcher on labor and employment issues as well as litigation matters. He formerly served as an intern at the Equal Employment Opportunity Commission (EEOC) where he responded to requests to the legal unit, analyzed investigatory files and provided research on employment discrimination, harassment and retaliation matters.

One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.

One (1) PDC for the SHRM-CP or SHRM-SCP.

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