HR's Top 10 ADA/Reasonable Accommodation Mistakes and How to Avoid Them
ADA, reasonable accommodation, and interactive process questions are among the most common, but also the most difficult day-to-day challenges for HR professionals to manage. Worse, the landscape in these areas has changed in recent years, with greater enforcement emphasis by the EEOC and more charges/suits brought than ever before, exacerbating the legal risks for employers increasingly confronted with new and continuing disability issues, like mental health conditions and remote work accommodations. This session will identify the top 10 ADA/Reasonable Accommodation Mistakes which employers tend to make, and provide practical guidance on how to avoid each and every one of them, upping the organization's compliance IQ and lowering the risk of legal exposure.
Learning Outcome 1: Recognize the 10 most common mistakes HR tends to make when dealing with employee disability issues and reasonable accommodation requests under the ADA.
Learning Outcome 3: Understand the latest legal developments related to these issues under the ADA and disability discrimination law.
Learning Outcome 2: Learn practical tips, using scenarios and examples, on how to avoid or minimize these mistakes, thereby reducing the risk of legal exposure.
Mario R. Bordogna, Esquire
Mario Bordogna is a Partner in the Labor and Employment Practice at the law firm of Bowles Rice, LLP working with employers nationwide on the front end to keep them in legal compliance with labor and employment laws and on the back end if they need a strong and experienced litigation advocate. For 25 years, Mario has represented employers in sectors like health care, education, energy, hospitality, manufacturing, and others in the areas of HR/employment counseling, employment litigation, wage and hour, harassment, trade secret and non-competition matters, labor-management relations, accommodation, policy development and investigations, and much more.
