IRS Form 1099, 1099-NEC, and Form 1099-MISC: Advanced Issues and Updates

ADA Interaction With Addictions and Personal Habits

$149.00

SKU: 411253

Description

Learn how to handle the complex issues that can arise when dealing with addictions in the workplace.
The Americans with Disabilities Act is complicated and filled with traps for unwary employers. Employers focused on efficiency or reduction of disruptions may seek to root out someone they think is using drugs. But can you do that? What if youre wrong? You could end up paying a significant legal judgment for disability discrimination. This topic will help avoid that result by examining when the ADA is implicated by individuals presenting addictions or other problematic behaviors as well as what actions you can take and what actions you must take when you believe an individual is illegally using drugs or using alcohol improperly to comply with the law and protect your business.

Date: 2024-02-26 Start Time: 1:00 PM ET End Time: 2:05 PM ET

Learning Objectives

* You will be able to recognize the rights and obligations employers have in dealing with employees whose addictions or personal habits impact the workplace.

* You will be able to review the behavior of your employees in a legal, defensible manner.

* You will be able to identify problematic workplace behaviors and determine the best method for protecting your business.

* You will be able to explain how a lastchance agreement can protect your business.

Why Do Addictions and Personal Habits Implicate the Americans With Disabilities Act?
• Status as Addict Versus Conduct of Addiction
• How Do Employers Deal With Illegal Users of Drugs? What About Users of Illegal Drugs?
• Are Users of Alcohol or Legal Users of Legal Drugs Different?

What Can You Do When You Suspect a Problem?
• Accommodation of Known Disabilities
• When Do You Have a Duty to Inquire
• Disability Versus Conduct

Last Chance Agreements
• Why to Use Last Chance Agreements
• How to Draft Effective Last Chance Agreements
• Enforcement of Last Chance Agreements

Testing Employees With the Status of Addict
• How Can Employers Be Assured That Employees Are Not Engaging in Illegal Use of Drugs or Alcohol
• Employers Subject to Department of Transportation Regulations
• When Can Employers Ban Employees With a History of Illegal Use of Drugs

Habits Not Expressly Covered by the ADA
• When Can Employers Ban or Punish Smokers?
• Is Overeating or Excess Weight Relevant to Employment Decisions?

ASA ,CLE (Please check the Detailed Credit Information page for states that have already been approved) ,HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.

D. Wes Sullenger-Sullenger Law Office, PLLC

IRS Form 1099, 1099-NEC, and Form 1099-MISC: Advanced Issues and Updates

ADA Interaction With Addictions and Personal Habits

$209.00

SKU: 407798

Description

Learn how to handle the complex issues that can arise when dealing with addictions in the workplace.
The Americans with Disabilities Act is complicated and filled with traps for unwary employers. Employers focused on efficiency or reduction of disruptions may seek to root out someone they think is using drugs. But can you do that? What if you are wrong? You could end up paying a significant legal judgment for disability discrimination. This topic will help avoid that result by examining when the ADA is implicated by individuals presenting addictions or other problematic behaviors as well as what actions you can take and what actions you must take when you believe an individual is illegally using drugs or using alcohol improperly to comply with the law and protect your business.

Date: 2020-09-29 Start Time: 1:00 PM ET End Time: 2:30 PM ET

Learning Objectives

* You will be able to recognize the rights and obligations employers have in dealing with employee whose addictions or personal habits impact the workplace.

* You will be able to review the behavior of your employees in a legal, defensible manner.

* You will be able to identify problematic workplace behaviors and determine the best method for protecting your business.

* You will be able to explain how a last chance agreement can protect your business.

Why Do Addictions and Personal Habits Implicate the Americans With Disabilities Act?
• Status as Addict Versus Conduct of Addiction
• How Do Employers Deal With Illegal Users of Drugs? What About Users of Illegal Drugs?
• Are Users of Alcohol or Legal Users of Legal Drugs Different?

What Can You Do When You Suspect a Problem?
• Accommodation of Known Disabilities
• When Do You Have a Duty to Inquire
• Disability Versus Conduct

Last Chance Agreements
• Why to Use Last Chance Agreements
• How to Draft Effective Last Chance Agreements
• Enforcement of Last Chance Agreements

Testing Employees With the Status of Addict
• How Can Employers Be Assured That Employees Are Not Engaging in Illegal Use of Drugs or Alcohol
• Employers Subject to Department of Transportation Regulations
• When Can Employers Ban Employees With a History of Illegal Use of Drugs

Habits Not Expressly Covered by the ADA
• When Can Employers Ban or Punish Smokers?
• Is Overeating or Excess Weight Relevant to Employment Decisions?

CLE (Please check the Detailed Credit Information page for states that have already been approved) ,HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.

D. Wes Sullenger-Sullenger Law Office, PLLC