Description
Learn what it means to not only be disability compliant but also what it means to be disability competitive.Employers may neglect to take steps beyond the minimum requirements set forth in the ADA. It is important to understand the difference between minimum ADA compliance and taking additional steps to become more diversityinclusive and, ultimately, diversity competitive. This topic will help those responsible for hiring, as well as those responsible for managing employees, learn how to become more diversity competitive through diversity inclusion and the importance of doing so while also providing an overview of disability law.
Date: 2022-12-13 Start Time: End Time:
Learning Objectives
The Americans With Disabilities Act 101 (Title I • Employment)
• Overview of Tile 1 of the ADA:
• Who Is Covered Under the ADA
• How the ADA Defines Disabled and Qualified Individuals
• Ability to Perform the Essential Functions of the Job
• Overview of Reasonable Accommodations
• Overview of the Interactive Process
Recent Trends and the ADA
• COVID-19 and Remote Working
• Overview of Recent Supreme Court Decisions Involving the ADA
Implicit Bias and Disabilities in the Workplace
• Studies and Statistics on Implicit Bias and Disabilities
• How to Avoid Implicit Bias
Disability Compliant vs. Disability Inclusive
• What It Means to Be Disability Inclusive
• Difference Between the ADA and Disability Inclusion
Disability Competitive
• What It Means to Be Disability Competitive
• Recent Trends in Disability Inclusion
• Ways to Be Disability Competitive
Questions and Answers
ASA ,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.
Gregory P. Abrams-Tucker Ellis LLP, Ariana E. Bernard – Tucker Ellis LLP, Melissa Z. Kelly – Tucker Ellis LLP
