Home >
Seminars & Audio >
State-Specific Seminars >
ADA for California employers
California Employment Law Letter presents
California Employers' ADA Master Class
California Employers' ADA Master Class
is just $327
Los Angeles (Costa Mesa)
Wednesday, October 29
Hilton Orange County/Costa Mesa
3050 Bristol Street
(714) 540-7000
Complete Pricing:
$327 for 1st Attendee
$227 per additional attendee
|
 The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for recertification credit.
CREDIT INFORMATION: This program has been approved for 6.25 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
|
Wednesday, October 29 - Los Angeles (Costa Mesa)
Hilton Orange County/Costa Mesa
Workshop Leaders | Agenda | Brochure
Complying with the Americans with Disabilities Act just became even more convoluted. President Bush just signed the ADA Amendments Act of 2008 -- which brings a whole new set of compliance challenges. Effective January 1, 2009, this legislation could launch a new wave of ADA claims.
With the growing threat of lawsuits, how will you:
- Protect your organization against expensive litigation?
- Be sure you and your employees are properly assessing physical and mental disabilities covered under the ADA in light of the new changes?
- Make reasonable accommodations and sound employment transition decisions?
Attend this fast-paced event created just for California employers and HR management to learn:
- Why the ADA and the new amendments present innumerable opportunities for employee claims
- Getting ahead of a claim by making difficult coverage calls
- Satisfying your obligation to reasonably accommodate an employee
- How "active" is the "interactive process"?
- Practical problems at the boundaries of the law
- Navigating the "treacherous triangle" of ADA, FMLA, and
workers' comp
Get the answers to these questions and many, many more in just one day at the California Employers' ADA Master Class. Arm yourself and your company with the latest ADA compliance information and make the right policy recommendation — every time.
Conference Details
Continental breakfast and registration begin at 7:30 a.m. The program begins at 8:30 a.m. and concludes at 4:30 p.m. There will be morning and afternoon breaks and registrants will be on their own for lunch.
ADA Master Class for California Employers features:
Lively Give and Take: Unlike some seminars, you’re encouraged to ask questions, present your own situations for discussion, and interact with both the speaker and your colleagues.
Quality Presenters: Your speakers are California employment law attorneys with years of experience advising employers in ADA matters.
Top-Level Issues: No beginners course, this one-day program tackles the very latest, most confusing, most complicated ADA situations and gives you a clear road map to consistently executing professional and confident administration of the regulations.
Satisfaction Guarantee: You’re entitled to a complete refund if you’re in any way less than delighted by this program.
Attend this 1-day event and become the ADA expert at your company, the one leaders turn to for confident advice, flawless policies, and a perfect response to disability and accommodations questions.
Unlike lesser imitators, California Employers' ADA Master Class is researched, developed, and presented by experienced California employment law attorneys. This isn’t a cookie-cutter, one-size-fits-all program. This is valuable, in-state guidance from trained and highly respected attorneys who practice in California.
SEMINAR FEE: $327 for 1st Attendee ($227 per additional attendee)
 
|
Attend this event and learn how to handle ADA problems in your workplace, ranging from determinations of coverage to reasonable accommodations to special issues. You will learn the most up-to-date information about the legal issues under the ADA, including the significant effect of the ADA Amendments Act of 2008, just signed into law by President Bush.
7:30 – 8:30 a.m. Registration
8:30 – 9:15 a.m.
Why the ADA and its Recent Amendments Present Special Challenges for Employers
The ADA differs significantly from other discrimination laws. Unlike other discrimination laws, an employee’s status may change from being an unprotected, non-disabled individual to meeting one or more types of “disabled” in the ADA’s definitions. Also, the changes to the ADA from the ADA Amendments Act of 2008 present new challenges for employers. You will learn the key issues in the ADA in this section.
- What makes the ADA different than other anti-discrimination statutes
- Enforcement trends at the EEOC, including eye-popping figures on violation rates
- How to think like an employee—and an employee’s lawyer
- What a misstep may cost: statutory damages available for intentional and unintentional acts
- Recent significant changes in the law from the ADA Amendments Act
9:15 – 10:15 a.m. Getting Ahead of a Claim by Making those Difficult Coverage Calls
How do you know when an employee is protected under the ADA? When does an employee’s impairment rise to the level of a disability? When is a non-disabled employee protected? In this section, you will learn to make the initial determination when an employee is protected by the ADA’s provisions, including significant changes to the law as a result of the 2008 ADA Amendments Act.
- Learning how to make initial disability determinations under the ADA Amendments Act, including determining who is actually disabled, the effect of remedial medications or equipment on a person’s status as “actually disabled,” and changes to the definition of “regarded as disabled.”
- Distinguishing between “routine” illnesses and those that may implicate your obligations under the ADA
- Special issues with employees who are associated with disabled individuals
- Getting first line supervisors to recognize potential ADA issues
10:15 – 10:30 a.m. Break
10:30 – 11:15 a.m. Satisfying your Obligation to Reasonably Accommodate an Employee
Once you have determined that an employee is actually disabled, to what lengths must you go to reasonably accommodate that individual? Do you have to follow the employee’s requests? What is an undue hardship? In this section, you will learn how to make the best available decision for you and your employees in reasonably accommodating a disabled individual.
- Using resources wisely
- Ascertaining the financial commitment contemplated under the law
- How to gauge when you have done enough
- Knowing what you do not have to do
- Changes to reasonable accommodation requirements under the ADA Amendments Act.
11:15 – 12:00 p.m. How “Active” is the “Interactive Process”
Once you are aware of an employee’s disability and that the disability is affecting the employee’s ability to perform the job, you have a duty to engage in the interactive process with that employee to determine any possible reasonable accommodations. In this section, you will learn how interactive this discussion must be.
- When the process should begin
- Who you should involve in the discussions
- When to hire an outside expert
- Recent case examples
12:00 – 1:15 p.m. Lunch Break (on your own)
1:15—2:15 p.m. Navigating through the ADA, FMLA and Workers’ Compensation Maze
Often dubbed as the Bermuda Triangle of Employee impairments issues, this is a hot topic. How do you handle problems that are covered under two or all three of these laws? In this section, you will learn how to approach and handle employees protected by two or more of these laws.
- Determining if any or all of the laws apply
- Walking through the practical differences
- Handling employee absences
- Handling return to work issues, including medical restrictions and disability leaves
- Light Duty
- Right to direct Medical Exam
- Confidentiality
2:15—3:00 p.m. Practical Problems at the Boundaries of the Law
There are some special areas of interest that have arisen under the ADA. This section will show you how to handle some of these special cases.
- Requiring covered employees to meet performance or attendance expectations
- “Perceived” Disabilities
- Dealing with chronic illnesses
- Handling Mental Illnesses
- Substance and Alcohol Abuse
3:00—3:15 p.m. Break
3:15 – 3:45 p.m. Oops and Double Oops!
So, despite your best efforts, you think your company may have made a mistake. What do you do now? In this section, you will learn some of the available options to help clean up any messes.
- What do you do if your company has messed up? How far should you go to keep the matter away from a jury?
- Retaliation claims under the ADA
- Retaliation for filing an ADA claim
- Retaliation for requesting an accommodation
3:45 – 4:00 p.m. State Enforcement
In this section, you will learn about your state’s special issues relating to disability.
- Differences between the ADA and legal standards
- How the differences can have a real effect on the way a lawsuit is handled and potential financial exposure
4:00 – 4:30 p.m. Final Takeaways
Now that you have learned about many of the practical issues relating to the ADA, what should you do going forward? In this section, you will learn about practical solutions you can take back and work on immediately.
- Policies: What you need to review, revise, and revisit
- Training supervisors and human resources personnel
- What records to keep, and for how long
- Importance of job descriptions and performance evaluations
|
|
Your presenters from the firm Ford & Harrison LLP:
 Lyne Richardson is the managing partner of the Los Angeles office. She focuses her practice on employment law, litigation and client counseling. She is a frequent lecturer on labor and employment issues and has published a variety of articles on various employment related topics.
Lyne also oversees the employment litigation of the Los Angeles office and has litigated all forms of employment law cases in both state and federal courts in California and the California Department of Fair Employment and Housing, the DLSE and the EEOC.
 Steven M. Kroll concentrates his practice on employment litigation. He has experience defending employers against various discrimination, harassment, retaliation, wrongful termination, and wage and hour claims.
Steven also has experience in suing former employees for breach of contract, unfair competition, conversion, and defamation claims. In addition, he advises employers on handling day-to-day employment matters, such as drafting or revising employment policies and handbooks, and complying with various state and federal employment laws.
|
SEMINAR FEE: $327 for 1st Attendee ($227 per additional attendee)
Back to State Seminars schedule
Back to Conferences & Seminars
|
