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The Americans with Disabilities Act (ADA) prohibits discrimination on the basis of disability in employment, state and local government, public transportations, commercial facilities, public accommodations, and telecommunications. It applies to the US Congress, too. Join us to understand what the ADA titles I through V represent and how you can comply with them to avoid lawsuits and complaints in 2022.
How can employers be cautious in hiring, promotions, training, pay, social activities, and other aspects of employment? When can individuals file a lawsuit in Federal Court in the case of violation? What should an employer do if they receive a request for reasonable accommodation? What is considered as a reasonable accommodation?
What are the architectural standards the State and local governments are required to follow in the new construction and modification of their buildings? What do the public transportation and paratransit accessibility provisions cover for people with disabilities?
How can public accommodations prohibit exclusion, segregation, and unequal treatment, and comply with the basic nondiscrimination requirements? What are the common carriers required to do to establish interstate and intrastate telecommunications relay services (TRS) 24 hours a day and 7 days a week?
Join us on Clatid to get answers to these and many more questions. Understand the Federal civil rights laws to ensure equal opportunity for people with disabilities.
-What are employers', job applicants’, and employees’ rights under the Act?
-Which medical conditions are, and are not, protected under the ADA?
-How do the Federal and State laws interact?
-Understand “reasonable accommodation” and “major life activities”.
-Why is employer/employee interactive dialogue so important?
-Real-life examples of reasonable accommodations that an employer may have to provide
-How can you maintain existing production, conduct, and performance standards for an employee with a disability?
-What are the limitations on the obligation to make reasonable accommodations?
-What are the recordkeeping and posting requirements under the ADA?
You'll get a comprehensive understanding of the ADA. We will explain the importance of compliance and the consequences of non-compliance for 2022. You will also gain a solid understanding of the ADA’s disability accommodation process and the interactions between Federal and State laws.
Non-compliance with the ADA can turn out to be a legal pitfall for employers. Penalties in excess of hundreds of thousands of dollars for non-compliance put employers at substantial risk. Can your organization afford to be non-compliant?
The Americans with Disabilities Act (ADA) was signed into law by George H.W. Bush in July 1990. The Act is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all public and private places that are open to the general public. The purpose of the law is to ensure that people with disabilities have the same rights and opportunities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion.
Disability accommodation is an important and visible aspect of ethical business practices. Compliance with the Americans with Disabilities Act is important to ensure your organization is operating ethically.
-This Program, ID No. 582941, has been approved for 2.0 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).
-This program is valid for 2.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
-Senior Leadership
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Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP, and HRPM® certification.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation, assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
Clatid is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 2.0 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
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