Common Misperceptions about the Americans with Disabilities Act


Instructor: Rebecca Jacobs
Product ID: 706149

  • Duration: 90 Min
This webinar will cover a number of common misperceptions about the Americans with Disabilities Act in the workplace. Employers must ensure that they are not making any of these mistakes when they interact with employees who have disabilities. Otherwise, they could be risking potential liability.
Last Recorded Date: Aug-2019


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Why Should You Attend:

Are you sure that your supervisors are complying with the Americans with Disabilities Act when interacting with employees? Could they be operating under some of the common misperceptions about the ADA? A company could face potential compensatory and punitive damages if it discriminates against an employee with a disability. Accordingly, it is important to make sure that your company is properly applying the ADA.

The Americans with Disabilities Act creates a framework for employees and applicants with disabilities to have equal access to employment opportunities and benefits. Companies which fail to comply face potential liability in claims for discrimination or failure to accommodate. Sometimes companies unintentionally violate the ADA because they are unaware of some of the specific requirements or because they hold misperceptions about what they can and cannot do. It is also helpful to be aware of the incorrect information your employees may believe.

This webinar will cover eight of the most common misperceptions about the ADA and provide accurate information so that you can be more confident in your legal compliance.

Areas Covered in the Webinar:

  • Basic framework of the Americans with Disabilities Act
  • Potential damages for violating the ADA
  • Common misperceptions and the correct information about the ADA
    • Whether mental conditions can be disabilities
    • Whether applicants can be asked about their physical or mental conditions during interviews
    • Whether supervisors should discuss subordinates’ medical conditions with them
    • Whether the standard for determining disability under ADA is similar to that used for leave under the Family and Medical Leave Act or a short/long term disability contract
    • Whether health insurance benefits must be continued during a leave of absence under the ADA
    • How long a leave of absence under the ADA could potentially be
    • Whether there are limits to the expense or burden of accommodations required by the ADA
    • Whether the burden is solely on the employer to engage in the interactive process to determine accommodations

Who Will Benefit:

  • Human Resources (CHRO, Vice President, Director, Manager, Generalist)
  • Hiring Manager
  • Business Owners / Executive Officers / Operations and Departmental Managers
  • General Manager / Plant Manager
  • Benefits specialists
Instructor Profile:
Rebecca Jacobs

Rebecca Jacobs
Training Consultant and Employment Law Attorney, Rebecca Jacobs LLC

Rebecca Jacobs is a Training Consultant and Employment Law Attorney with Rebecca Jacobs LLC. Collaborating with her clients, she develops and presents customized employee training on topics such as harassment prevention, bystander intervention, and discrimination avoidance. She also trains managers on numerous matters, including family and medical leave and disability accommodation requests.

Since 2006, Rebecca has been an adjunct lecturer for the Department of Management and Human Resources at the Ohio State University's Max M. Fisher College of Business. Rebecca teaches the "Contemporary Employment Practices and the Law" class and has recently expanded her teaching to include “Contemporary Employment Practices and the Law II.”

Rebecca has been an employment law attorney for over 20 years and tried a number of cases in federal and state courts, including oral argument before the Sixth Circuit Court of Appeals. She has counseled clients on numerous employment law matters and has prepared employee policies and handbooks. In January, 2019, Columbus CEO magazine quoted Rebecca in “Employment Law: Making it Official with Love Contracts.”

Rebecca holds a Juris Doctorate degree from Vanderbilt University School of Law and a Bachelor of Arts degree from the University of California, Santa Cruz. She is admitted to practice law in Ohio and licensed (inactive) in California.

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