Understand your legal obligations under the ADA and avoid pitfalls that lead to discrimination and failure-to-accommodate claims.
Most employers know that the Americans with Disabilities Act requires reasonable accommodation of disabled applicants and employees, but few have a deep understanding of the crucial role that essential job functions play in that analysis.
Additionally, when and how to engage in the interactive process under the ADA is critical but can be tricky to execute in a legally defensible way. This course will help you understand employers' legal obligations under the ADA and navigate around common pitfalls that often lead to expensive discrimination and failure-to-accommodate claims.
Agenda
Faculty
Angela N. Johnson
Faegre Drinker LLP
- Partner at Faegre Drinker Biddle & Reath LLP
- Litigation practice focuses on defending against claims of discrimination, harassment, and retaliation under Title VII, Section 1981, the ADA, and ADEA
- Counsels employers through day-to-day employment issues from hiring to firing and everything in between, including the use of drug and alcohol testing, background checks, and workplace investigations
- Regularly speaks at seminars on a variety of topics, including drug and alcohol testing, ADA compliance, and workforce restructuring
- Has published several articles, was recently quoted in a SHRM article on the ADA’s protection of workers with opioid use disorder who are in treatment or recovery, and is a chapter editor of Age Discrimination in Employment Law, published by Bloomberg Law
- J.D. degree, cum laude, Notre Dame Law School; B.A. degree in political science, Indiana University South Bend
- Can be contacted at [email protected] or 317-237-1033
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