|
| |
The Employers’ Association serves regional employers in their efforts to maximize performance; providing people management information, research, training and consulting expertise. |
|
|
| |
To be the regional association of choice for employers interested in maximizing their Human Resources and Organizational Performance. |
|
|
|
|
|
ADA: The New Definition of Disability
Wednesday, October 29th, 2008
9:00 a.m. - 11:30 a.m.
at the EA's Center for Professional Development
Click Below to Register
Member
Non-Member |
Prices
EA Early Bird Member - $95
EA Member - $115
Non-Member - $149 |
| |
About this Program:
On September 25, 2008, the President signed the Americans with Disabilities Act Amendments Act of 2008 ("ADA Amendments Act" or "Act"). The Act makes important changes to the definition of the term "disability" by rejecting the holdings in several Supreme Court decisions and portions of EEOC's ADA regulations. The Act retains the ADA's basic definition of "disability" as an impairment that substantially limits one or more major life activities, a record of such an impairment, or being regarded as having such an impairment. However, it changes the way that these statutory terms should be interpreted in several ways.
Join us as Mr. Dixon discusses what these changes mean to employers.
|
|
Who Should Attend:
- All HR Personnel
- Supervisors
- Managers
Your Instructor: Tom Dixon
Mr. Dixon practices throughout Ohio in the area of management labor and employment law. His practice covers the range of employment issues, including counseling on employment policies and handbooks, training of supervisors and managers, representation in administrative proceedings, defending discrimination claims, and providing guidance on the Americans With Disabilities Act, the Family and Medical Leave Act, drug testing, sexual harassment, wage‑hour matters, and a variety of other issues. He also provides assistance on union organizational campaigns, union avoidance, negotiation and administration of labor contracts, labor arbitration, wrongful discharge, employment‑at‑will litigation and civil rights litigation.
|
| |
|
|
This Program has been approved for 2.5 recertification credit hours toward PHR and SPHR recertification by the HRCI. |
|
You may send a substitute at any time; however, no-shows or cancellations within 5 full business days of the program will be responsible for the full registration fee. The Employers’ Association reserves the right to reschedule or cancel seminars if minimum requirements are not met. |
|
