Description
Understand the factors to consider when evaluating requests and best practices for documenting and communicating the ultimate decision to employees.Many employers have been faced with an influx of requests to work remotely as a reasonable accommodation under the ADA, particularly following the COVID19 pandemic. They may not understand how to evaluate a request to work remotely under the ADA framework, or, be unaware of the secondary employment issues that granting a remote work request may trigger, such as monitoring employee performance, complying with wage and hour laws, protecting proprietary information and trade secrets, and expense reimbursement obligations.
Date: 2023-11-21 Start Time: End Time:
Learning Objectives
Overview of Remote Work as a Reasonable Accommodation
• Historical Approach to Reasonable Accommodations
• COVID-19 Changes View on Remote Work
• EEOC Stance on Remote Work Accommodations Post COVID-19
How to Handle Remote Work Accommodation Requests.
• Best Practices for Engaging in Interactive Process With Prospective Remote Workers
• Communication and Documentation Considerations
• Lessons Learned From EEOC
• What to Do If Remote Work Is Granted
Policy Considerations and Implications of Remote Work Generally
• Pros and Cons to Remote Work
• Remote Work Can Impact Many Other Employment Issues
FLSA Issues to Consider
• FLSA Refresher
• Best Practices for FLSA Compliance
• Hypothetical or Case Study
Reimbursement Issues to Consider
• Do Employers Need to Reimburse Remote Work-Related Expenses Under the ADA?
• What About Under State Law?
• Hypothetical or Case Study
CLE (Please check the Detailed Credit Information page for states that have already been approved) ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Jacqueline A. Hayduk-Foley & Lardner LLP
