Learn what it means to not only be disability compliant but also what it means to be disability competitive.
Employers may neglect to take steps beyond the minimum requirements set forth in the ADA. It is important to understand the difference between minimum ADA compliance and taking additional steps to become more diversity-inclusive and, ultimately, diversity competitive. This topic will help those responsible for hiring, as well as those responsible for managing employees, learn how to become more diversity competitive through diversity inclusion and the importance of doing so while also providing an overview of disability law.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
The Americans With Disabilities Act 101 (Title I - Employment)
- Overview of Tile 1 of the ADA:
- Who Is Covered Under the ADA
- How the ADA Defines Disabled and Qualified Individuals
- Ability to Perform the Essential Functions of the Job
- Overview of Reasonable Accommodations
- Overview of the Interactive Process
Recent Trends and the ADA
- COVID-19 and Remote Working
- Overview of Recent Supreme Court Decisions Involving the ADA
Implicit Bias and Disabilities in the Workplace
- Studies and Statistics on Implicit Bias and Disabilities
- How to Avoid Implicit Bias
Disability Compliant vs. Disability Inclusive
- What It Means to Be Disability Inclusive
- Difference Between the ADA and Disability Inclusion
Disability Competitive
- What It Means to Be Disability Competitive
- Recent Trends in Disability Inclusion
- Ways to Be Disability Competitive
Questions and Answers
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on December 13, 2022.
Call 1-866-352-9540 for further credit information.
- ASA 1.0
- This program may qualify for 1.0 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]. Please retain proof of attendance in the event your CE record is audited.
- AK CLE 1.0
- Alaska attorneys may receive 1.0 hours of continuing legal education for completing this program. Please contact the Alaska Bar Association or go to www.alaskabar.org for details regarding reciprocity with other states.
- AL CLE 1.1
- This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.1 hours credit.
- AR CLE 1.0
- This course has been approved for 1.0 hours of CLE by the Arkansas CLE Board.
- Arizona CLE 1.0
- The Arizona State Bar does not pre-approve or pre-certify MCLE programs. However, records of this program and attendance will be maintained by Lorman Education Services for auditing purposes. This activity may qualify for up to 1.0 hours toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.0
- Lorman Education Services is a State Bar of California approved MCLE sponsor and this course qualifies for 1.0 CLE hours of participatory credit.
- CT CLE 1.0
- Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.0 CLE credit(s).
- GA CLE 1.0
- This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.0 CLE hours.
- HI CLE 1.0
- This program was approved by the Hawaii State Board of Continuing Legal Education for 1.0 CLE credit hours.
- ND CLE 1.0 including Ethics 1
- North Dakota CLE policy does not allow for pre-approval of any self-study courses. This course may qualify for up to 1.0 hours of CLE credit, including 1.00 hour of ethics credit.
- NH MCLE 1.1
- NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this Ondemand course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 65 Minutes.
- NM CLE 1.0
- This program has been approved by the New Mexico Minimum Continuing Legal Education Board for 1.0 hours of credit.
- RI CLE 1.0
- This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.0 hours of CLE credit.
- VT CLE 1.0 including Diversity and Inclusion 1
- This self-study program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.0 hour(s) of CLE credit including Diversity and Inclusion for 1.00 hour credit(s). Please note: Attorneys may only claim 12 credits per compliance period in this format. This course is considered "Non-Moderated Programming without Interactivity".
- WA CLE 1.0 including Equity 1; Ethics 1
- This program has been approved by the Washington State Board of Continuing Legal Education for 1.0 hours of A/V credit, including 1.00 hours of ethics credit and Equity for 1.00 hour.
HR Certification Institute 1.0
- This E-Learning program has been pre-approved for 1.0 (General) recertification credit hours toward aPHR®, aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM), and SPHRi(TM) recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
SHRM 1.0
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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More Program Information
Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Gregory P. Abrams
Tucker Ellis LLP
- Partner at Tucker Ellis LLP
- Represents and counsels employers in all facets of labor and employment law
- Has supported multiple national employers in developing and revising employment policies for compliance in all states in which they operate
- Experienced litigator who regularly defends companies in state and federal courts as well as in front of administrative agencies throughout the country in all types of employment litigation, including class actions and collective actions, wage and hour matters, discrimination claims, noncompetition claims, trade secrets misappropriation, and other similar claims
- Regularly presents at CLEs and other speaking engagements regarding all facets of the employment relationship
- Has written and published extensively on employment and privacy-related issues and has been quoted and interviewed by multiple national media outlets on these topics
- Admitted to practice law in Illinois
- Graduate, University of Chicago Law School and University of Pennsylvania
- Can be contacted at [email protected] or 312-256-9444
Ariana E. Bernard
Tucker Ellis LLP
- Associate at Tucker Ellis LLP
- Works on a variety of matters within Tucker Ellis’ trial department, including individual cases, multidistrict litigation, and class action litigation
- Practice focuses on employment litigation, where she defends employers in a wide range of employment matters, including FLSA collective actions and wage and hour class actions, employment discrimination, and trade secrets misappropriation
- Regularly researches and advises on employment legal issues throughout the country
- Admitted to practice law in Ohio
- Graduate, The Ohio State University Mortiz College of Law
- Can be contacted at [email protected] or 216-696-2965
Melissa Z. Kelly
Tucker Ellis LLP
- Counsel at Tucker Ellis LLP
- Regularly defends employers in a wide variety of employment lawsuits, including FLSA collective actions and employment discrimination, wrongful discharge, wage and hour claims, and employee benefits
- Regularly presents about multiple issues related to employment, including wage and hour, discrimination, and compliance with federal and state laws governing employment
- Served as a judicial law clerk to two federal judges, the Honorable Peter W. Hall, Circuit Judge, United States Court of Appeals for the Second Circuit and the Honorable Nancy J. Vecchiarelli, Magistrate Judge, United States District Court for the Northern District of Ohio
- Admitted to practice law in Ohio
- Graduate, The University of Akron School of Law and New York University
- Can be contacted at [email protected] or 216-696-2067
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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