Under federal and many state and local laws, employers are required to provide reasonable accommodations to employees with disabilities.
While some employee disabilities are extremely obvious (e.g., a blind employee), the definition of "disabilities" under applicable law is broad enough so that most employees who have disabilities will have disabilities that are invisible to the naked eye; yet, employers must accommodate these employees as well. In order to comply with its obligations under applicable law, employers must be able to identify employees with these invisible disabilities and provide reasonable accommodations to them so that such employees can perform the essential functions of their job. This topic will apprise employers of their legal obligations to provide reasonable accommodations to disabled employees, provide employers with tools to identify employees who may have invisible disabilities, and teach employers how to engage in the interactive process so that a reasonable accommodation is offered to such employees.
Agenda
Faculty
Glenn S. Grindlinger
Fox Rothschild LLP
- Partner with Fox Rothschild LLP
- Represents management in the full spectrum of labor and employment law matters; he regularly defends clients in single-plaintiff cases and class actions involving claims of Fair Labor Standards Act (FLSA) and state wage and hour law violations, including predictive scheduling issues
- Routinely represents clients in federal and state courts and arbitration for and before government agencies in cases alleging breach of contract and breach of restrictive covenant as well as age, race, national origin, gender, disability, sexual orientation and religious discrimination, harassment, and retaliation; defends employers in a variety of labor disputes before the National Labor Relations Board
- Practice is also preventative in nature; he counsels clients on day-to-day employment, wage and hour, labor relations, and contractual matters, as well as the employment law issues that arise in connection with mergers and acquisitions
- Negotiates, drafts, and revises collective bargaining agreements, employment contracts and severance agreements, employment law provisions to purchase sale agreements, restrictive covenants, and noncompete agreements as well as drafts employee handbooks and training materials; regularly conducts wage and hour audits for Fortune 1000 companies, small businesses, and nonprofits
- Frequent writer and speaker on labor and employment issues
- J.D. degree, New York University School of Law; B.S. degree, Cornell University; study abroad, University of Sydney, Australia
- Can be contacted at 212-905-2305 or [email protected]
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