How is an employer supposed to treat a person in an interview who is clearly disabled? Does an allergy to popcorn qualify as a disabillty and prevent all co-workers from enjoying popcorn at work? In this series of videos, Attorney Denise Hasbrook deftly addresses these and other important questions in her coverage of the Americans with Disabilities Act (ADA) and the 2009 Americans with Disabilities Act Amendments Act (ADAAA). Using recent decisions from the federal lower courts and circuits, Ms. Hasbrook explains when employers can terminate or refuse to hire disabled individuals in situations where essential functions of the job cannot be performed. She also covers circumstances where such conduct towards disabled individuals is prohibited, and where reasonable accommodations must be made for them. This course is an excellent resource for attorneys counseling companies in their employment practices or considering bringing ADA claims against an employer.
- Introduction to the Americans with Disabilities Act (ADA)
- What are the “Essential Functions” of Employment?
- Reasonable Accommodations Employers Must Make to Employees with Disabilities
- Important Changes Made in the 2009 Americans with Disabilities Act Amendments Act (ADAAA)
The following four videos pertain to Agenda item I. Introduction to the Americans with Disabilities Act.
What is the general framework for the Americans with Disabilities Act?
Who does the Americans with Disabilities Act cover?
What medical information can an employer obtain from a potential hire?
If an employee is considered disabled under the ADA, does an employer have the right to request a medical certification of the disability?