Disability, Pregnancy & Religious Accommodations
Understanding the different needs of your employees is essential to creating a welcoming and accommodating workplace.
Better everyday decisions
When managers are confident in handling any type of employee accommodation request, they can help facilitate a supportive work environment that promotes a culture of inclusion and fosters employee well-being.
The course covers these topics and more:
- Steps managers should take when they learn of a request for a disability, pregnancy, or religious accommodation
- How must an employee request accommodation?
- What is a “qualified person with a disability” under the ADA?
- What is a “qualified employee” under the PWFA?
- Types of beliefs that may entitle an employee to a religious accommodation
- The disability, pregnancy and religious accommodation “interactive process”
- When can an employer require medical documentation of the need for a disability accommodation?
- “Undue hardship” under the ADA and for religious accommodations
- Common types of disability, pregnancy and religious accommodations
- Lactation accommodations that employers are required to provide
Disability, Pregnancy, and Religious Accommodations
In today’s evolving workplace, managers need to be able to recognize and respond to different types of accommodation requests from employees and understand when to involve other departments, such as HR, compliance/legal and risk management.
The term reasonable accommodations refers to making adjustments, changes or modifications to a job or work environment. The Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act (PDA), the Pregnant Workers Fairness Act (PWFA), Title VII of the Civil Rights Act and other laws include provisions for making reasonable accommodations for qualified employees or applicants, unless it would impose an undue hardship on the organization. In considering reasonable accommodations requests, organizations look at a number of factors, including whether the accommodation would cause a significant expense or disruption in business operations or undermine health and safety.
Why Train Employees?
Employers face an increasing number of lawsuits for failing to comply with accommodation requirements established by the ADA and Title VII, as well as comparable state and local laws. The PWFA and similar state and local laws impose additional accommodation requirements related to employee pregnancy and childbirth.
While employees cannot be expected to become experts in the nuances of these laws, they must know enough to be able to spot issues and seek guidance from HR. Managers, in particular, must fully understand the steps they must take to comply.
Training managers and supervisors to properly handle accommodations helps to eliminate workplace discrimination, reduce absenteeism, increase employee engagement, performance and retention and foster an inclusive workplace in which all employees feel welcome. –
Traliant’s Disability, Pregnancy, and Religious Accommodations is a 25-minute course that teaches employees how to comply with accommodations requirements under the ADA, PWFA, Title VII, similar state and local laws, and your organization’s policies. Managers learn about their special obligations for ensuring compliance with these laws. The course is kept up-to-date with changes in federal and state law.
This course is part of the Employment Law Fundamentals Certificate Program which gives managers the practical information they need to comply with the complex web of employment laws. This program consists of the following self-paced online courses:
- Interviewing and Hiring Lawfully (30 minutes)
- Wage and Hour Fundamentals (25 minutes)
- Disability, Pregnancy, and Religious Accommodations (25 minutes)
- Family, Medical, and Other Protected Leave (FMLA) (25 minutes)
The best way to learn is by doing. Through a series of scenarios and interactive exercises, employees learn practical skills for how to comply with disability, pregnancy, and religious accommodation laws. Managers learn about their additional obligations for compliance. Among other things, employees will learn the answers to the following questions:
- How must an employee request an accommodation?
- What are the privacy considerations involved in an accommodation request?
- Who should employees and managers contact for guidance on accommodation issues?
- What are the steps involved in the disability accommodation and pregnancy accommodation process?
- What are the “essential functions” of a job under the ADA?
- What is a “direct threat” under the ADA?
- What types of disability-related questions may an employer ask?
- Is an employee entitled to a specific accommodation they request?
The course is kept up to date with changes in federal and state laws.
The Traliant Difference
Proven effective training
Traliant creates modern, interactive training courses to help organizations meet the challenges of today’s workplace.
Engaging Instructional Design
We’ve applied the latest in learning innovation to ensure that learners have a positive experience and retain the knowledge for future recall.Learn more
Customized to your Workplace
Traliant can customize each course to include instruction on your organization’s policies.Learn More
Accessible to Users with Disabilities
Traliant provides an inclusive experience for all users, including those with disabilities, by going beyond Section 508-C standards and offering WCAG 2.1 AA.
The Traliant difference
Our modern, interactive approach to online compliance training combines up-to-date content and eLearning strategies and technology to raise awareness, motivate positive behavior and foster respectful, inclusive workplaces. Traliant courses are mobile-optimized for access on any device and can be customized to reflect your organization’s policies, culture, branding and leadership message.Learn more about our training methodology
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