New Manager Reasonable Accommodation Training

by | Live Workshops, Training Courses Employers & Municipalities

Contact Hours: 3.0
Tuition: $79

ID: 7467

This course is an individualized, self-paced version of the full “Reasonable Accommodation Training for Management Teams” workshop. Front line managers are the key to an employer’s successful effort to comply with the reasonable accommodation provisions of Title I of the Americans with Disabilities Act (ADA). Managers and the teams they supervise understand what it takes to safely perform the tasks required by the jobs which must be done for their business entity to thrive. Further, a manager’s daily contact with team members often results in “first to know” awareness that a change in the physical or cognitive ability of an effective employee has opened the door to the need for a multi-level “interactive conversation”. Matheson’s Reasonable Accommodation Training for Management Teams focuses on the role the front line manager plays in the entity-wide reasonable accommodation effort.

Orientation to the Manager’s Role in the Reasonable Accommodation Process

  • Introduction to the world of reasonable accommodation
  • The players: employee, manager, reasonable accommodation program manager
  • The purpose: hire and retain the “Qualified Individual”
  • Overview of the law behind reasonable accommodation
  • Positive outcomes achieved

Reasonable Accommodation Terminology

  • The three-prong definition of disability under Title I of the amended ADA
  • Essential function v. marginal function
  • Qualified individual
  • Qualification standards
  • Performance standards
  • Conduct standards
  • Reasonable accommodation
  • The interactive conversation

The Employee’s Role

  • Participate in the process with good faith
  • Medical restriction versus work restriction
  • The medical restriction to work restriction to essential function connection

The Reasonable Accommodation Program Manager’s Role

  • Take the lead
  • Manage the reasonable accommodation process
  • Manage the interactive conversation
  • Identify the essential functions and physical demands of the job
  • Find a solution that restores the qualified individual
  • Maintain the documentation

The Line Manager’s Role

  • Listen for, recognize, and respond to a request for reasonable accommodation
  • Participate in the interactive conversation
  • Contribute to a solution that accommodates the essential function
  • Memorialize your contribution
  • Maintain confidentiality

Finding a Reasonable Accommodation Solution

  • Assist in determination of the essential functions of the job
  • Leave as an accommodation
  • Shift and schedule changes as an accommodation
  • Transfer to an open position – the accommodation of last resort

When a Workable Solution is Not Found

  • Undue hardship
  • Refusal to attempt
  • Pitfalls
  • Direct threat
  • Retaliation
  • Failure to accommodate

The 160-plus page course manual includes the presentation and case studies in a format for note taking by the individual manager.

Roy Matheson, ADAC has presented as a keynote speaker, panelist, trainer, or workshop instructor at more than 400 public and private educational events, management training programs, and national conferences. His audience includes managers and staff of federal, state, county, and municipal government entities as well as the full spectrum of corporate entities serving the United States, Canada, and 6 other countries. Roy’s body of work includes hundreds of online webinars and blogs related to Title I of the ADA and the Rehabilitation Act.

His consulting and guidance assignments address legal compliance issues raised by Title I of the Americans with Disabilities Act and Section 501 of the Rehabilitation Act. These issues include aspects of employment testing, essential function job analysis, and reasonable accommodation program start-up and management. Roy sees himself as a trusted adviser in demanding situations requiring clear, well-thought-out guidance within the environment of employment and disability-related civil rights law.

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