The long-awaited, final regulations on the ADA Amendments Act of 2008 became effective in May 2011. Not surprisingly, the regulations follow the ADAAA’s theme that employers are to focus on reasonable accommodations rather than whether someone is disabled. What does this mean to employers? Our speakers Matt Lonergan and Anne Yuengert will bring you up to date on the following:
- The new definition of “disabled” and how to avoid misunderstanding it,
- When temporary impairments qualify as covered disabilities,
- When should you consider providing leave as a reasonable accommodation, and
- What to do when an employee is out of FMLA leave and may be disabled.