HR Hero Your Employment Law Resource


 
HR Hero Line - HR & employment law tips, news, etc
Diversity Insight - Real-life lessons in diversity management
The Oswald Letter - An executive's insights and opinions from the C-Suite
Northern Exposure - Canadian Employment Law for U.S. Businesses
    We respect your privacy
 
Seminars & Audio
Home > Seminars & Audio > State-Specific Seminars > ADA for Oklahoma employers


Bookmark and Share Send to a Colleague

ADA Master Class
Oklahoma Employment Law Letter presents

Oklahoma Employers' ADA Master Class

Answers to NEW Compliance, Accommodations, and
"Treacherous Triangle" Challenges

Oklahoma Employers' ADA Master Class is just $347.
Register Button

Download Brochure


Customer Service Button

Renaissance Tulsa Hotel and Convention Center
Tulsa
Tuesday, May 12
Renaissance Tulsa Hotel and Convention Center
6808 South 107th East Ave.
(918) 307-2600

Complete Pricing:
$347 for 1st Attendee
$247 per additional attendee

HRCI SealThe 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.

Cancellation Policy :
A $50 processing fee applies to all conference cancellations.

Tuesday, May 12, 2009 - Tulsa
Renaissance Tulsa Hotel and Convention Center

Workshop Leaders  |  Agenda  |  Brochure

Complying with the Americans with Disabilities Act just became even more convoluted. The ADA Amendments Act went into effect on 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 Oklahoma 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 Oklahoma 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 Oklahoma 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 Oklahoma employment law attorneys with years of experience advising employers in ADA matters. Their firm, McAfee & Taft, also edits Oklahoma Employment Law Letter, for years the leading employment law and HR information resource for Oklahoma employers.

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, Oklahoma Employers' ADA Master Class is researched, developed, and presented by experienced Oklahoma 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 Oklahoma.

SEMINAR FEE: $347 for 1st Attendee ($247 per additional attendee)
Register Button



Agenda

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, effective January 1, 2009.

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 Oklahoma Workshop Leaders with McAfee & Taft's Labor
and Employment Practice Group

 

Charles PlumbLead presenter Charles S. Plumb represents management in all phases of employment law and labor relations. Much of his practice is dedicated to counseling employers on compliance with a broad range of state and federal employment laws and regulations and educating management on best practices for avoiding disputes arising from the employer/employee relationship. He also has extensive litigation experience before federal and state courts, regulatory and administrative agencies, and in arbitration matters involving claims of discrimination, wrongful discharge, retaliatory discharge, breach of contract, and constitutional law violations. His labor practice includes representing management in labor union negotiations and training, collective bargaining, and grievance arbitration.

Mr. Plumb is a member of the American Bar Association's Labor and Employment Law Section, the Oklahoma Bar Association's Labor Council, and the Media Law Resource Center's Employment Law Committee. He is also a frequent speaker and author on workplace issues.

Hiss achievements in employment law have earned him inclusion in The Best Lawyers in America, Oklahoma Super Lawyers, and the Chambers USA: America's Leading Lawyers for Business, where he was lauded as "an impressive public speaker who utilizes his vast experience to effectively defend clients." Researchers at Chambers & Partners also quoted market observers as admiring him for his "practicality of advice and specialized knowledge of complex legal issues," with sources commenting that he "immediately commands respect, is always up to date and knows how to handle a problem." Prior to joining McAfee & Taft, Mr. Plumb was a partner with a Tulsa-based civil practice law firm for 26 years.

 

Sam FulkersonSam R. Fulkerson represents management in all phases of the employment relationship, including litigation before federal and state courts, regulatory and administrative agencies, and in arbitration matters.

He also handles litigation matters involving the enforcement of noncompetition and confidentiality agreements, breach of employment contracts, handbook and personnel policy violations, wage and hour disputes, and other disputes arising out of the employment relationship. He also routinely advises employers on hiring, discipline and termination, severance, and reduction-in-force matters.

 

 

Timothy BomhoffTimothy J. Bomhoff is a trial lawyer whose practice involves complex business and commercial litigation and the representation of employers and management in all phase of litigation before federal and state courts, regulatory and administrative agencies, and arbitration panels as lead counsel. His diverse client list includes public and private companies of all sizes, quick service restaurants, manufacturing companies, oil and gas companies, chemical companies, securities broker-dealers and issuers, and financial institutions.

He has represented management in a variety of matters involving employment discrimination, including claims arising under Title VII of the Civil Rights Act of 1964, Americans with Disabilities Act, Family and Medical Leave Act, Age Discrimination in Employment Act, Fair Labor Standards Act and Oklahoma Minimum Wage Act. 

 

Peter Van DykePeter T. Van Dyke practice is limited to labor and employment issues, on behalf of management, to include: defense of employment lawsuits; National Labor Relations Board proceedings; union avoidance campaigns; wage and hour issues; Americans with Disabilities Act issues; labor arbitrations; labor negotiations; drafting and reviewing employment policies, handbooks and manuals; consultation and advice; and management training on employment issues.

He also has extensive experience effectively dealing with labor unions on behalf of his management clients, in addition to a varied practice on a wide range of employment related issues.

 

 

Natalie RamseyNatalie K. Ramsey is a trial lawyer whose practice involves the representation of employers and management exclusively in all phases of litigation before federal and state courts, regulatory and administrative agencies, and arbitration panels. She has represented management in a variety of matters involving employment discrimination litigation, including claims arising under Title VII of the Civil Rights Act of 1964, Americans with Disabilities Act, Family and Medical Leave Act, Age Discrimination in Employment Act, and Fair Labor Standards Act.

She has also handled litigation involving wrongful discharge claims, the enforcement of non-competition and confidentiality agreements, breach of employment contracts, handbook and personnel policy violations, wage and hour disputes, and other issues arising out of the employer/employee relationship.



Guarantee HR Live Event

SEMINAR FEE: $347 for 1st Attendee ($247 per additional attendee)
Register Button


Back to State Seminars schedule
Back to Conferences & Seminars


Bookmark and Share Send to a Colleague