Federal regulators have just issued proposed regulations to amend the Americans with Disabilities Act (ADA) - the latest significant change to one of America’s most sweeping (and confusing) laws affecting employers of all types and sizes.
The new rules promise to be very employee-friendly, from expanding the definition of what constitutes a substantial limit on a major life activity to excluding the effects of medication and treatments when you’re determining whether a worker has a covered disability.
Making matters worse, the proposed regulations will probably take effect very quickly after the 60-day public comment period ends in late November - and that means almost no time for you to learn the new rules and how they’ll affect your workforce.
Order this practical 90-minute webinar recording, as our speaker breaks down the basics of these new ADA rules and offers guidelines for complying with them in 2010 and beyond.
You and your colleagues will learn:
- Plain-English explanations of the new ADA Amendments Act regulations
- How these amendments will greatly expand the definition of “disability” among your employees
- Why the new definitions of “substantial limit” and “major life activity” could cause problems if you don’t interpret them correctly
- How you can gauge whether a worker’s disability now qualifies as covered under these new guidelines, even though it’s being controlled by medication or therapy
- Steps you can take right now to reduce your chances of facing new discrimination claims and lawsuits next year as a result of these ADA changes
- How the new rules will affect any existing ADA claims you’re already handling
This email will be recorded on Tuesday, December 1, 2009
About Your Speaker:
Kristine E. Kwong, Esq., is a partner in the Los Angeles office of the national law firm Hinshaw & Culbertson, LLP. She advises and counsels clients on a wide range of business and employment issues, including disability claims and accommodations, wage and hour matters, noncompete and restrictive covenant agreements, executive compensation packages, and other legal concerns for employers. In addition, her practice includes drafting and updating handbooks, policy manuals, codes of conduct, and severance packages, and she regularly produces and presents training programs for employers on current issues of employment law. Kwong earned her law degree from the University of the Pacific (McGeorge School of Law).
Approved for Recertification Credit
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.
