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Employees Reluctant to Return? Accommodations & Considerations During a Pandemic - On-Demand

Employees Reluctant to Return? Accommodations & Considerations During a Pandemic - On-Demand

Product Code: YHWA032321A

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Employees Reluctant to Return? Accommodations & Considerations During a Pandemic - On-Demand

Webinar now available On-Demand.

Program Length: 60 minutes


WEBINAR SNAPSHOT: Employers faced with workers refusing to return to work need to determine case-by-case whether a reluctant employee has a legally protected reason for not returning. Discover strategies for implementing the ADA in your organization while accommodating employees during this challenging time.



As employers make plans to reopen their workplaces, they may be faced with workers refusing to return to work. Employers will need to evaluate each case to determine whether a reluctant employee has a legally protected reason for not going back to work. For example, an employee suffering from medically documented extreme anxiety or some other condition that would qualify as a disability under the ADA may be entitled to a reasonable accommodation, which might mean allowing the employee to continue to work from home, or granting the employee leave for treatment.

Recognizing a request for accommodation, working through the interactive process to determine whether an employee has a disability that can be accommodated, and deciding among possible accommodations can be a daunting task. Employers need to be able to determine whether an employee is a “qualified individual” or if an accommodation presents an "undue hardship" — one that poses a "significant difficulty or expense" for the employer. 

Join this webinar to discover the best strategies for implementing the ADA in your organization while accommodating employees during this challenging time. 

At the conclusion of this program, participants will be able to:

  • Efficiently implement return-to-work plans in the workplace
  • Understand what does and does not qualify as a disability
  • Develop additional strategies for making accommodations that work for unique working conditions
  • Appropriately identify needed accommodations and obtain a more complete understanding of the ADA and other laws

About Your Presenters

Karen WhitleyKaren Whitley, Esq.
Sheehan Phinney Bass & Green PA

Karen Whitley serves on the firm’s Management Committee as the ‘At Large’ member for Boston. She is also a member of the firm’s Labor & Employment and Litigation Practice Groups. She focuses her practice on management-side employment litigation and counseling, including discrimination, wage and hour, and restrictive covenant proceedings. She values working closely with HR professionals and in-house counsel to develop a practical business approach to thorny employment law issues.

Whitley advises employers on legal compliance in all phases of the employment relationship, conducts sensitive internal investigations, and provides proactive training to management and staff on cutting edge issues. She provides employment law advice arising in connection with mergers and acquisitions, and helps employers protect their proprietary data through the enforcement of restrictive covenants and other policies.

Whitley maintains an active practice before anti-discrimination agencies and trial courts on behalf of private employers in the banking, insurance, recruiting, education, hospitality, manufacturing, and pharmaceutical industries. She has been a trusted advisor to small start-up businesses, mid-size organizations, and multi-national companies to ensure adherence with numerous federal and state laws, including the FLSA, ADA, ACA, FMLA, WARN Act, COBRA and similar state laws.

HR Certification Institute HRCI
SHRM Preferred Provider

CREDIT INFORMATION: HRCI® (www.HRCI.org) official seal confirms that BLR®—Business & Learning Resources meets the criteria for preapproved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.”

This program has been approved for 1 (HR (General)) recertification credit Approved Provider toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HRCI.”
These credits expire 12/31/21.

BLR®—Business & Learning Resources is recognized by SHRM to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). This program is valid for (1) PDCs. For more information about certification or recertification, please visit shrmcertification.org.”
The on-demand credits expire 12/31/21.