Learn about various reasonable accommodations that may be present to continue to allow an employee to work during the pandemic even when EPSLA is gone.
The Families First Coronavirus Response Act provided many employees across the country with protected Emergency Paid Sick Leave Act time off of work during the pandemic. The reasons for an employee to take EPSLA oftentimes overlap with the Americans with Disabilities Act. This happens when the employee's own high risk medical condition that qualifies them for EPSLA is also a disability under the ADA. Once EPSLA time has been exhausted, what happens to that employee who still can't return to work due the condition? This topic will discuss how that situation develops and what you can do as an employer when it occurs. You will learn the various reasonable accommodations that may be present to continue to allow the employee to work during the pandemic even when EPSLA is gone. Finally, the material will discuss what the best practices are related to applying the undue hardship analysis to employees who can't return to a physical location and there are no alternative work arrangements that let them perform the essential functions of their positions.
Agenda
Faculty
Sharon Jutila
AmeriBen/IEC Group
- HR consultant at AmeriBen/IEC Group
- Attorney and human resources expert with more than fifteen years of experience providing advice and recommendations to a wide range of businesses
- Practice emphasizes all aspects of labor and employment law
- Well-respected trainer and speaker on human resource and employment compliance issues having presented at more than 100 conferences
- Wrote several publications and articles related to the areas of management defense employment law
- J.D. degree, Order of the Coif, University of Oregon School of Law
- Can be contacted at [email protected] or 360-487-6838
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