Processing Requests for Leave as a Reasonable Accommodation: Guidance From the EEOC

This event will not be recorded, so Jan. 16 is your only chance to hear this insider’s guidance – and ask him your questions!

Learn directly from an EEOC veteran who was involved in implementing the ADA Amendments Act!

A leading authority on the ADA and GINA, the EEOC’s Chris Kuczynski will give you the background knowledge you need to confidently grant or deny requests for leave as a reasonable accommodation of a disability:

• How the definition of “disability” has changed as a result of the ADA Amendments Act
• EEOC policy and current case law on when leave is and is not required as a reasonable accommodation
• The proper way to conduct an interactive process to prevent misunderstandings or a finding of discrimination
• Common pitfalls to avoid, such as lack of communication during periods of extended leave and rules requiring employees to return to work “without restrictions”
• When reassignment may be appropriate for an employee who requires extended or intermittent leave as a reasonable accommodation

You’ll gain the point of view of the EEOC – the agency that processes administrative EEO complaints involving reasonable accommodation – to guide you in how to:

• Make accommodation decisions that are based on legal principles, not subjective judgments
• Determine whether an employee meets the revised – and much broader – definition of      “disability”
• Make defensible assessments of whether the leave requested would pose an undue hardship for the agency
• Develop policies for handling requests for extended or intermittent leave as a reasonable accommodation and identify where existing policies need to be modified
• And more!