{"id":7131,"date":"2023-11-01T13:34:33","date_gmt":"2023-11-01T17:34:33","guid":{"rendered":"https:\/\/employerdefensereport.com\/?p=7131"},"modified":"2026-03-03T11:00:33","modified_gmt":"2026-03-03T16:00:33","slug":"ada-reasonable-accommodations-managing-the-interactive-process-webinar-recording","status":"publish","type":"post","link":"https:\/\/www.connmaciel.com\/employer-defense-report\/ada-reasonable-accommodations-managing-the-interactive-process-webinar-recording\/","title":{"rendered":"ADA Reasonable Accommodations & Managing the Interactive Process [Webinar Recording]"},"content":{"rendered":"

On Thursday, October 26, 2023, Conn Maciel Carey’s Labor and Employment attorneys presented a webinar regarding ADA Reasonable Accommodations & Managing the Interactive Process<\/strong>.<\/p>\n

\n

Presented by:<\/strong>
\nAaron R. Gelb<\/a> and Megan S. Shaked<\/a>
\nof CMC\u2019s Labor & Employment Practice Group<\/strong><\/h2>\n

And Special Guest Diane Smason<\/strong>
\n(Acting Director for the EEOC Chicago District Office)<\/strong><\/h2>\n

\"\"<\/a><\/p>\n<\/div>\n

Understanding the employer’s obligations when responding to an employee\u2019s request for a reasonable accommodation under the Americans with Disabilities Act, including when and how best to engage in the “interactive process” can be particularly challenging as there is rarely an obvious or easy answer. The law does not require an employee to make any reference to the ADA or use specific words, such as \u2018disability\u2019 or \u2018reasonable accommodation,\u2019 when requesting an accommodation, so employers must recognize the variety of ways in which a request for an accommodation may be articulated.<\/p>\n

Unfortunately, far too many employers focus on the outcome\u2014believing the need to find the perfect accommodation\u2014when, in fact, the key to success is found in effectively engaging in the interactive process. When presented with a challenging request for accommodation, however, employers may give up too quickly or fail to appropriately consider and explore alternative options. Others mistakenly assume they have to provide the accommodation sought by their employee or something substantially similar to what was requested. Those employers that figure out the process tend not only to obtain better outcomes but can effectively protect themselves from costly judgments down the road.<\/p>\n

Participants in this webinar learned:<\/p>\n