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Website Accessibility: HR’s Strategic Guide to Meeting Digital Accessibility Standards Amid Increased Regulatory Oversight - On-Demand

Website Accessibility: Meeting Digital Accessibility Standards Amid Increased Regulatory Oversight - On-Demand

Product Code: YZWA090517D

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Website Accessibility: HR’s Strategic Guide to Meeting Digital Accessibility Standards Amid Increased Regulatory Oversight - On-Demand

Virtual Workshop now available On-Demand.

WORKSHOP SNAPSHOT: Learn the legal risks of not complying with Web Content Accessibility Guidelines (WCAG 2.0), how to spot website accessibility issues that could spark ADA claims, and HR’s role in internal auditing to identify and correct issues.

Is your organization’s website fully accessible to disabled individuals? If it’s not, you could be subjected to costly legal scrutiny, as lawsuits challenging inaccessible websites proliferate and the Department of Justice is in the process of issuing website accessibility standards. 

Some federal circuit courts of appeal have already ruled that the Americans with Disabilities Act (ADA) applies to e-commerce and websites offering goods and services unconnected to a physical place. This raises the issue of what businesses should do to ensure that their websites—as places of public accommodation—are ADA accessible.

Website accessibility is especially important for the job application process. The ADA requires employers to ensure that job applicants and employees with disabilities can fully participate in the workplace, and the Equal Employment Opportunity Commission has interpreted this requirement to include computer and website accessibility. 

So, how can you tell if your website is fully accessible and how it could be better optimized to ensure that it’s available and functional for anyone who visits the site?

Use this on-demand virtual workshop when a panel of skilled employment attorneys and website accessibility design experts will present a comprehensive virtual workshop on emerging legal risks companies like yours now face. You’ll also learn more about HR’s role in conducting a website accessibility audit to determine whether it meets or misses the mark concerning your recruiting and other employment practices. 

This half-day virtual workshop will explain: 

  • Legal risks concerning website accessibility in recruitment, hiring, and other employment practices 
  • HR’s role in a website accessibility audit to identify trouble spots, make corrections, and minimize legal risks 
  • How the latest advances in assistive technology can be used to correct design flaws and master website accessibility challenges 

Plus, you’ll learn: 

  • The latest updates from the DOJ, EEOC, and other federal agencies on website accessibility—and the practical impact new developments have on your organization’s legal risks 
  • Examples of well designed—and poorly designed—company careers pages and other employment resources to illustrate how to spot your own website accessibility issues that could spark legal liability 
  • Fundamental website design principles that HR should understand so you can properly communicate with IT and website developers concerning optimization of your recruitment, hiring, and other employment-related website features 

About Your Presenters

Jonathan Mook, Esq.Jonathan Mook, Esq. 
DiMuro Ginsburg 

Jonathan R. Mook is a founding partner in the firm of DiMuro Ginsberg. Mr. Mook is a nationally recognized authority on the Americans with Disabilities Act and is the author of two treatises published by Lexis Nexis, Americans with Disabilities Act: Employee Rights and Employer Obligations and Americans with Disabilities Act: Public Accommodations and Commercial Facilities. He lectures nationally on the Americans with Disabilities Act and other employment law topics. In January 2015, he was named to the Alexandria Commission on Persons with Disabilities. Mr. Mook is the editor of the Virginia Employment Law Letter and a member of the Editorial Board of Bender's Labor and Employment Bulletin. 

Charles Plumb, Esq.Charles L. Plumb, Esq. 
Shareholder, Practice Group Leader 
McAfee & Taft 

Charlie Plumb is a shareholder and practice group leader at McAfee & Taft. He represents management in all phases of employment law and labor relations. Much of his practice is dedicated to counseling employers on compliance with a broad range of state and federal employment laws and regulations and educating management on best practices for avoiding disputes arising from the employer/employee relationship. He also has extensive litigation experience before federal and state courts, regulatory and administrative agencies, and in arbitration matters involving claims of discrimination, wrongful discharge, retaliatory discharge, breach of contract, and constitutional law violations. As part of his labor practice, Mr. Plumb represents unionized employers in collective bargaining negotiations with labor unions, arbitrates grievances, and defends management against a variety of claims before the National Labor Relations Board and Department of Justice and in state and federal courts. 

Sheridan WalkerSheridan Walker 
Founder and CEO 
HirePotential, Inc. 

Sheridan Walker, the co-founder and CEO of HirePotential, has over 30 years of clinical background experience and over 20 years of staffing industry experience. She brings a wealth of broad-based expertise in working with people with disabilities, veterans, and the aging population. 

Ms. Walker provides compliance service solutions related to the recruitment, hiring, and retention of talent from untapped sources, which includes people with disabilities, veterans, aging workers, and specialty niche groups. She has particular expertise related to ADA and OFCCP compliance solutions, customized staffing and recruiting, web accessibility solutions, technical accommodations, disability inclusion training, and tax credit administration. 

Ms. Walker has served on the board of the U.S. Business Leadership Network, the Denver Mayor’s Commission for People with Disabilities, and the Colorado Business Leadership Network for the Employment of People with Disabilities. She is certified with the National Council for Therapeutic Recreation and the American Board of Disability Analysis. She also has lectured across the country on disability-related issues concerning employment, retention, productivity, risk management, and workers’ compensation. 

Michael AdamsMichael Adams 
Accessibility Specialist/Senior Product Manager 

Michael Adams has spent over 12 years in all phases of the Software Development Life Cycle and has over 15 years’ experience in the IT industry. As the Senior Product Manager, he is currently working on the creation of the best automated software compliance solutions available. He background includes expertise in Section 508, WCAG 1.0 & 2.0, project management, release management, security analysis, enterprise customer relations and quality assurance management. As a veteran Mr. Adams has discovered a hidden passion while working in the accessibility groups of the Veteran’s Administration that has prompted a continued interest and need to be involved in making sure computers are tools for everyone despite any disabilities. 

Your Full Agenda

Session 1: Legal Risks Concerning Website Accessibility in Recruitment, Hiring, and Other Employment Practices 
Presented by: Attorneys Jonathan Mook of DiMuro Ginsburg and Charlie Plumb of McAfee & Taft 
1:00 – 2:00 pm (Eastern)

Your company website technically may be construed as a place of public accommodation, and therefore, it should be ADA compliant to minimize legal risks. For HR, the issue of website accessibility is of particular concern regarding the recruitment and hiring process. If your website isn’t accessible to all, you could be subjected to failure-to-hire or other types of employment claims of unlawful discrimination on the basis of a protected trait.

For instance, if a disabled individual protected under the ADA can’t complete an application because the website doesn’t adequately serve those with vision or other impairments, your organization could come under legal scrutiny. The DOJ’s increased interest on this issue and the fact that some federal courts have ruled that the ADA applies to e-commerce and websites offering goods and services unconnected to a physical place are certainly causes for concern.

This session will cover: 

  • An employer’s duty to ensure that equal employment opportunity requirements are met concerning recruitment and hiring – and what the EEOC could do if your website isn’t fully accessible to applicants based on disabilities or other protected traits 
  • Why the DOJ’s focus on website accessibility is cause for concern in workplaces nationwide 
  • How a claim alleging disability discrimination under the ADA could arise from issues related to your employment website’s design 

Session 2: Website Accessibility Audits: How to Work with Internal Stakeholders to Identify Trouble Spots and Make Corrections to Minimize Legal Risks 

Presented by: Sheridan Walker and Michael Adams of HirePotential 
2:00 p.m. – 3:15 p.m.

Once you understand the legal risks of not having a fully compliant website, it’s important to know HR’s role in helping to identify and correct potential website accessibility trouble spots so you can minimize legal risks.

In this session, you’ll learn: 

  • How to pull together key stakeholders from your organization to evaluate and make recommendations on what types of things need to change on the website to ensure ongoing compliance 
  • The timeline for a website accessibility audit, including what to do during each phase of the process 
  • Recommendations on how to go about making changes to your company’s website 
  • How to communicate changes impacting website accessibility 
  • Web Content Accessibility Guidelines (WCAG 2.0) at work—examples of well designed and poorly designed company careers pages and other employment resources to illustrate how to spot your own website accessibility issues 
  • “Good, better, best” metrics for evaluating whether website design should be optimized or whether keeping specific features “as is” won’t spark legal liability 

3:15 p.m. – 3:30 p.m. 

Session 3: Tech Tools to Help Correct Design and Website Accessibility Challenges 

Presented by: Sheridan Walker and Michael Adams of HirePotential 
3:30 p.m. – 4:30 p.m.

This session will provide an overview on the types of assistive technology HR should become familiar with so you can “speak the language” of IT professionals and website designers to ensure that your organization’s website is accessible to all.

You’ll learn: 

  • Examples of the latest assistive technology to consider for correcting deficient automated website features and tools 
  • Technical issues to be prepared for related to design and implementation of your careers page and other website features 
  • How to evaluate whether design issues can be handled in-house or whether it’s better to call in an outside consultant to address the issues you’ve uncovered during your website accessibility audit 
  • Examples illustrating low-to-no cost website accessibility design corrections—and the types of overhauls that can get costly 

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