Recognize and properly address food allergy and reasonable accommodation issues to prevent running afoul of the ADA.
Many employers, either because of the nature of their business - for example, those in hospitality - or because of lunch or break rooms or on-site cafeterias, must consider the issues arising from employee food allergies and the requirements of the Americans with Disabilities Act (ADA). The ADA requires employers to not discriminate against employees with food allergies in the terms and conditions of their employment due to a disability. It also requires employers to make reasonable accommodations based on an employee's needs arising from a food allergy disability. The ADA obligations of employers take on greater significance with the increase in diagnoses of food allergies. This topic will help human resource and other employer officials to recognize and properly address food allergy and reasonable accommodation issues to prevent running afoul of the ADA and often parallel state laws.
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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
What Are Food Allergies?
- Food Preferences vs. Allergies
- Medically Documented Dietary Restrictions
- The Sharp Increase in Food Allergies
When Does the ADA Cover Food Allergies in the Workplace?
- Broad Coverage of the ADA After the ADA Amendments Act
- Terms and Conditions of Employment Must Be Equally Afforded to Employees With a Disability
- When Do Food Allergies Qualify as an ADA Covered Disability?
- Must an Accommodation Assist in the Performance of Essential Functions to Be Required?
Food Allergies and the Interactive Process
- Must an Employee With a Food Allergy Request a Reasonable Accommodation?
- What Are the Employer's Obligations If a Food Allergy Accommodation Is Requested?
- The Interactive Process for Food Allergies
- Documentation of the Interactive Process for Food Allergies
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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 September 14, 2020.
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.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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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.
Faculty
Frank C. Morris, Jr.
Epstein Becker & Green, P.C.
- Senior Partner in the employment law practice in Washington, D.C., and co-chair of the ADA and Public Accommodations Group for the national law firm of Epstein Becker & Green, P.C.
- Speaker on the ADA and employment law to the judicial conferences for the federal judges of the Third, Fourth, Fifth, Sixth, Seventh, and Eleventh Circuits
- Adjunct professor at the George Washington University Law School
- Named to The Best Lawyers in America and the Washington, D.C. Super Lawyers, and Washington, D.C. and Baltimore Top-Rated Lawyers
- Represents and counsels employers and public accommodations nationally in employment, labor, leave, and disability matters
- Can be contacted at [email protected]
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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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