2021 ADA Virtual Master Class: Mastering ADA Fundamentals

November 17–18, 2021 | 12:00 p.m. to 4 p.m. Eastern each day | Virtual

Register Today


While the Americans with Disabilities Act (ADA) is over 30 years old, it is still a major pain point for many HR professionals trying to remain compliant. Who is and isn’t covered by the ADA? What is a reasonable accommodation? How do you prove a worker is truly disabled? How does the ADA intersect with the Family and Medical Leave Act (FMLA)? These were—and continue to be—common questions, but now consider COVID-19 and all the accommodation requests that have come with it.

How do you accommodate workers who can’t get vaccinated or wear a mask? What about “long COVID”—how do you accommodate that? Is remote work a viable option as an ADA accommodation? When it comes to accommodating workers, these truly are unprecedented times for many HR professionals across the country. And if your organization isn’t careful in how it accommodates employees, you could be at the receiving end of a lawsuit.

In early September, the U.S. Equal Employment Opportunity Commission (EEOC) announced its first lawsuit against an employer for failing to accommodate a request related to COVID-19. According to the EEOC’s suit, a health and safety manager for a facility management company in Covington, Georgia, requested an accommodation to work remotely 2 days per week and take frequent breaks while working onsite due to an underlying condition that caused the worker to have difficulty breathing, ultimately putting the employee at a greater risk of contracting COVID-19.

Although the company allowed other employees to work from home, it denied this worker’s request and, shortly thereafter, fired the employee. The EEOC is seeking back pay, compensatory damages, and punitive damages for the employee, as well as injunctive relief to prevent future discrimination. Don’t wind up in a similar place. Master the fundamentals of the ADA and remain in compliance when you join experts from Saul Ewing Arnstein & Lehr LLP for this brand-new Master Class!

You’ll learn:

  • How to determine whether an employee is “qualified” under the ADA;
  • Determine whether an accommodation is reasonable, and what type of accommodation is needed;
  • When to start the interactive process and what the entire process entails;
  • How other laws, like the FMLA, HIPAA, and GINA intersect with the ADA;
  • How retaliation claims under the ADA may arise—and employer actions that in most cases are likely to be deemed retaliatory;
  • How to safely manage the hiring process while complying with the ADA
  • How to properly accommodate workers with COVID-19;
  • And more!

Industry Leading Speakers

Agenda At A Glance

November 17, 2021
12:00 p.m. – 12:05 p.m.
Speaker Introductions and Opening Remarks
12:05 p.m. – 1:05 p.m.
Who’s Covered Under the ADA and Who’s Not?
1:05 p.m. – 1:15 p.m.
1:15 p.m. – 1:45 p.m.
Providing Reasonable Accommodation – What’s ‘Reasonable’?
1:45 p.m.– 2:15 p.m.
The Interactive Process: From Request to Resolution
2:15 p.m. – 2:30 p.m.
2:30 p.m. – 3:00 p.m.
Practical Solutions to Complex Problems
3:00 p.m. – 3:30 p.m.
Navigating Through the ADA, FMLA, and Workers’ Compensation Maze
3:30 p.m. – 4:00 p.m.
November 18, 2021
12:00 p.m. – 1:00 p.m.
Response Strategies – Dealing with Mistakes, Avoiding Retaliation, and Mastering Your Defense of Claims
1:00 p.m. – 1:15 p.m.
1:15 p.m. – 2:15 p.m.
Special COVID-19 Supplement
2:15 p.m. – 2:30 p.m.
2:30 p.m. – 3:30 p.m.
Interactive Hypotheticals
3:30 p.m. – 4:00 p.m.
Q & A Session and Final Takeaways