On March 24, 2011, the Equal Employment Opportunity Commission issued its long-awaited regulations under the ADA Amendments Act. Plaintiffs' lawyers will likely argue the new regulations mean that anyone with a permanent or chronic physical or mental impairment will be protected by the ADA. Now more than ever, employers need to recognize and act on accommodation requests, to document their actions, and to understand what accommodations are and are not required.
Please join us for an in-person breakfast briefing as we discuss the impact the new regulations will have on employers.
- How the new regulations define "disability";
- What the new regulations mean for employers wanting to avoid EEOC lawsuits and systemic investigations;
- How employers should change their reasonable accommodation policies and practices in light of the new regulations; and
- Why employers should document compliance efforts, even if they deny a request for accommodation.
- The program will conclude with a practical, interactive case study that brings together ADA, FMLA, and other leave-related issues.
Condon A. McGlothlen is a partner in the Labor & Employment Department representing employers in equal employment opportunity and other employment law matters. He has particularly extensive experience representing companies in complex employment matters, including class actions and pattern and practice cases, as well as the development and implementation of advanced hiring, promotion, compensation, and separation systems.
Ellen E. McLaughlin is a partner in the Labor & Employment Department and specializes in federal and state court employment litigation. Ms. McLaughlin also has an extensive counseling and training practice focused on creating human resources practices and systems to avoid litigation. She is a frequent lecturer on a wide variety of employment law topics, including leave and accommodation issues, and is the former chair of the firm's Labor & Employment Law Department.
If you would like to submit a question to the speakers ahead of time or for general questions, please email email@example.com