This audio conference will be recorded on Tuesday - January 6, 2009

Credits:

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI’s criteria to be pre-approved for recertification.

Description:

The ADA Amendments Act of 2008 (ADAAA) goes into effect on Jan. 1, 2009. The law both expands the definition of “disability” and broadens employee protections. Are you prepared?

Order this in-depth 90-minute audio conference recording all about your obligations under the ADA and the ADAAA.

Speaker(s):

Thomas N. Makris., Esq., SPHR, is of counsel at the Sacramento, California, office of law firm Pillsbury Winthrop Shaw Pittman, LLP. He has 20 years of experience in employment-related litigation, in addition to his experience as a senior professional in human resources. Aiding clients in avoiding liability related to hiring decisions and employment contracts, compensation, leaves, discipline, internal investigations and terminations, and layoff decisions, Makris also assists clients in negotiating, drafting and implementing effective employment and executive contracts, employee policies and handbooks, and other employment documentation. He is also a co-author and legal consultant for The Mutual Respect Program, a video-based sexual harassment training and prevention program.

Our experts– experienced employment law attorneys – will cover:

• In plain English, how the Act changes your obligation and increases your burdens under the ADA
• Why the changes will likely result in a sharp increase in the number of individuals found to have a covered disability
• What the new restriction on consideration of mitigating measures means for you as an employer
• What constitutes a “transitory and minor” impairment
• Why it’s now easier for employees to claim “regarded as” bias - and how to protect yourself
• A start-to-finish game plan for effectively - and legally - handling accommodation requests under the new rules