Managing Accommodation Requests under the Americans with Disabilities Act

Stuart Silverman

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The Americans with Disabilities Act requires employers to make changes to their work environment, policies or procedures when necessary to enable employees with disabilities to perform the essential functions of their job. This webinar will give you tools to help you determine (1) which functions of an employee’s job are essential, (2) which accommodations are reasonable, and (3) whether the requested accommodation may pose an undue burden.

Why Should You Attend:

Employers could face liability under the Americans with Disabilities Act if they fail to make reasonable accommodations for employees or applicants with disabilities. Do you know how to determine whether an employee is entitled to an accommodation? Are you familiar with the interactive process to determine what change to your workplace or policies may be required? This webinar will help you understand your company’s obligations and how to navigate the process of determining reasonable accommodations.

The Americans with Disabilities Act as Amended requires employers to provide reasonable accommodations to employees with disabilities. Among many other things, accommodations could be changes to absenteeism policies, physical barriers, or various work procedures. In determining which accommodations to implement, employers have a number of factors to consider as they engage in the required interactive process. In this webinar, we will discuss the importance of thorough job descriptions, how to determine the essential functions of a job, what makes accommodations unreasonable, and when accommodations may constitute an undue burden. We will also cover logistics of responding to accommodation requests, including how quickly a company should respond and the importance of documenting all discussions.

Areas Covered in the Webinar:

  • Short refresher on the basic framework of the Americans with Disabilities Act
  • Potential damages for violating the ADA
  • Understanding the interactive process for determining accommodations
  • How to determine whether an employee with a disability is qualified
  • The importance of essential functions when considering accommodations
  • How to identify and highlight the essential functions of a job
  • How to determine whether accommodations are reasonable
  • Examples of reasonable accommodations
  • Examples of accommodations which were found not to be reasonable
  • How to determine if an undue burden exists

Who Will Benefit:

  • Human Resources (CHRO, Vice President, Director, Manager, Generalist)
  • Hiring Manager
  • Business Owners / Executive Officers / Operations and Departmental Managers
  • General Manager / Plant Manager
  • Benefits specialists
Webinar Events
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Training CD-DVD

Physical CD-DVD of recorded session will be despatched after 72 hrs on completion of payment

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Recorded video

Recorded video session

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Speaker: Stuart Silverman,

Stuart Silverman has been practicing law for almost 30 years and is the principal of the Law Offices of Stuart M. Silverman, P.A., located in Boca Raton, Florida. The emphasis of his practice is in the area of labor and employment law, and business and commercial litigation. Mr. Silverman has represented both private and public employers, as well as individual employees in a whole host of complex business disputes and employment settings at administrative levels, and state and federal trial and appellate courts. His extensive employment litigation experience includes claims under age, race, sex discrimination, wage and hour claims, whistleblower and retaliation claims, ADA and FMLA claims, public employee's claims, as well as disputes under employment contracts, non-compete agreements, trade secrets disputes, and partnership breakups. Mr. Silverman is a frequent speaker on his areas of practice.

Mr. Silverman is also a member of The Workplace Violence Prevention Institute (WPVI), a group formed to investigate solutions and strategies from a proactive and systemic perspective to minimize the risk of workplace violence and school violence, specifically violence caused by employees or former employees or former students. He earned his B.A. degree, with high honors, and his J.D. degree from Rutgers University. Mr. Silverman is admitted to The Florida Bar and the U.S. District Court for the Southern District of Florida.