May 28th, 2025
10:00 AM PT
Understanding the employer's obligations when responding to an employee’s request for a reasonable accommodation under the Americans with Disabilities Act, including when and how best to engage in the "interactive process" can be particularly challenging as there is rarely an obvious or easy answer. The law does not require an employee to make any reference to the ADA or use specific words, such as ‘disability’ or ‘reasonable accommodation,’ when requesting an accommodation, so employers must recognize the variety of ways in which a request for an accommodation may be articulated.
Unfortunately, far too many employers focus on the outcome—believing the need to find the perfect accommodation—when, in fact, the key to success is found in effectively engaging in the interactive process. When presented with a challenging request for accommodation, however, employers may give up too quickly or fail to appropriately consider and explore alternative options. Others mistakenly assume they have to provide the accommodation sought by their employee or something substantially similar to what was requested. Those employers that figure out the process tend not only to obtain better outcomes but can effectively protect themselves from costly judgments down the road.
Participants in this webinar will learn:
- Who requires a reasonable accommodation?
- An employer's obligation to engage in the interactive process
- Whether you can deny requests or rescind a reasonable accommodation
- Steps to ensure your workforce accommodation efforts promote an inclusive culture
- Tips for creating a comprehensive reasonable accommodation process
- How to stay compliant with reasonable accommodation rules
- The most recent updates, including guidance, and best practices for compliance
