ADA Compliance Update Audio Conference
1-Hour CareerTrack Audio Conference
Are you up to speed on the very latest changes to the ADA? The ADA
Amendments Act went into effect on January 1, 2009 … expanding the
interpretation of the ADA's coverage and the definition of what disabilities are
covered under the Act.
Compliance with the ADA is no laughing matter. Even the slightest
misunderstanding or misinterpretation of the Americans with Disabilities Act can
land your organization in legal hot water — resulting in possible fines,
penalties, investigations, and legal action against you.
Protect your workers from discrimination, and your organization from legal
Designed to protect qualified workers and job applicants with disabilities
against discrimination, the ADA covers private employers, state and local
governments, and educational institutions that employ 15 or more people. The ADA
requires employers to make "reasonable accommodations" to allow disabled workers
to do their jobs. It requires workers to establish that they are disabled
according to the ADA guidelines. A disabled worker must demonstrate that he/she
has a physical or mental impairment that limits a major life activity. The
worker then must show that he/she can perform the essential functions of the
job, with or without reasonable accommodations.
As an employer, it is up to you to be familiar with ADA policies and procedures,
be able to navigate complex ADA regulations with ease, and be knowledgeable
about up-to-the-minute changes recently imposed by the federal government.
Now in effect: The ADA Amendments Act
Signed into law by President George W. Bush on September 25, 2008, the ADA
Amendments Act puts a number of new guidelines into place regarding disabled
workers. These changes can be confusing … and interpreting them correctly can
often become an exercise in frustration! Don't leave anything to chance — ensure
that your ADA policies and procedures are correct, consistent, and follow the
letter of the law.
This audio conference will quickly familiarize you with critical changes and
revisions such as:
- Redefining of the term "substantial limits"
- Expanding the definition of "major life
activities" by providing two separate lists of activities
Mitigating measures — other than eye glasses or contact lenses, mitigating
measures shall not be considered when assessing whether a person is disabled
- Clarifying that an impairment remains a
disability even when it is non-active or in remission
- An individual will not be regarded as disabled
if the perceived or actual disability is minor or transitory
The ADA Amendments Act also clarifies that it is to be construed "in favor
of broad coverage of individuals under this Act, to the maximum extent
permitted by the terms of this Act." With this in mind, it's imperative that
you are familiar with all parts of the Act, as new amendments rebuke decisions
by the Supreme Court that had previously narrowed the law's interpretation.
Who will benefit?
ADA Compliance Update is perfect for HR professionals, HR assistants, managers,
supervisors — in short, anyone who is responsible for upholding ADA guidelines
within his or her organization.
Don't miss your opportunity to attend this powerful 1-hour audio
conference! You'll become familiar with the ADA's most recent changes and ensure
you fully comprehend all workplace issues that this complex law covers. Sign up
today and gain the information you need to stay in complete compliance with the
ADA Amendments Act — and out of legal trouble!
Audio Conference Start Time:
1-Hour CareerTrack Audio
2 pm Eastern
1 pm Central
12 pm Mountain
11 am Pacific
10 am Alaskan
9 am Hawaiian
Conference and CD (Save $150!) - US $248
Conference Only - US $199
Conference CD Only - US $199
Immediately following the Audio Conference, the
phone line will be opened up to conference participants who wish to submit
questions to our speaker, time permitting.