Click below for more details to check what's included in each Skill Building Training:

This module teaches you how to complete an Essential Functions Job Description

• Learn the key steps to completing an Essential Functions Job Description
• Learn about ZERO cost tools that make the process much simpler, faster and FAR easier for you.
• To be clear about what you want to include in the Essential Function Job Description and understand what those specific parts of an Essential Function Job Description are.
• Perform an Essential Function Job Analysis and the importance of a valid, useful, and objective Essential Function Job Description.
• Learn how Essential Function Job Description relates to a professional HR response for and about ADA accommodations in your workplace so the medical provider can effectively understand the Physical and Mental requirements regarding how the job functions are normally performed.
• Development and amendment of an Essential Function Job Description for you specifically with ADA accommodations and related medical leaves and state and federal regulations.
• Assistance in Developing Essential Function Job Descriptions like valuable free resource to assist you in developing Essential Function Job Descriptions.
• Specific strategies now for confirming the integrity of the Physical and Mental Job Function requirements for performing the Essential Functions of the job.
• Potentially modify when you are working with an employee during that Good Faith Interactive Meeting process.
• About 1.5 hours of on-demand video training with a One year access, available online 24x7
• 1.5 CEUs 
• Get Q & A, Quizzes and Guides

This module teaches you how to conduct a Good Faith Interactive Meeting

• Learn the key steps to completing a Good Faith Interactive Meeting
• Learn proven methodologies and the critical documentation process that can prevent most lawsuits you can't win   
• Discover the two most important reasons why you need to conduct the Google Faith Interactive Meeting process.
• Determine how the employee's Disability impacts their ability to perform the Essential Functions of the Job at a Meets Expectations level.
• The best practices for conducting a Good Faith Interactive Meeting and the issues you need to be aware of.
• Determine whether you and the employee can identify a manner that is a reasonable accommodation that would allow them to perform those Essential Functions at a Meets Expectation Level without an Undue Hardship.
• Learn about the state-specific requirements for engaging in the Good Faith Interactive Meeting in California under both CFRA and FEHA regulations.
• Approve or deny the request and additionally clarify how to deal with an employee who needs accommodation.
• Learn strategies for obtaining the objective medical data to confirm how employees' Disability impacts their ability to perform what the Essential Functions of the Job are at a Meets Expectation level.
• Learn what to do if the medical information the employee provided is not accurate or they just simply didn't show up for the Good Faith Interactive Meeting?
• Know the procedures for managing Workers' Comp and light-duty under ADA and how do you modify duties under the ADA?
• Specific resources to understand how the Good Faith Interactive Meeting process is impacted by your discussion with the employee and how you identify accommodation.
• Determine if accommodation is approved or not approved and whether you have to do an Undue Hardship Analysis.
• Manage the Qualified Individual with a Disability status and what does or does not happen with or without Workers' Comp.
• About 2 hours of on-demand video training with a One year access, available online 24x7
• Get 2-months of Q&A sessions Self- assessment quiz Companion guide

This module teaches you how to complete an Undue Hardship Analysis Analysis

• Learn the key steps to Completing an Undue Hardship Analysis
• Learn proven methodologies and the critical documentation process that can prevent most lawsuits you can't win  
• Know the factors you need to consider when conducting an Undue Hardship Analysis of potential accommodation. 
• What to do when you confirm an accommodation to verify that that employee is a Qualified Individual with a Disability?
• Objectively research and document all your efforts
• Three critical factors that justify an Undue Hardship on your organization.
• Master the big difference between an employee who is not a Qualified Individual with a Disability, and an employee who is not able to have their accommodation occur because it's an Undue Hardship.
• Understand and objectively document the Undue Hardship Analysis process.
• Learn why an accommodation identified as Undue hardship doesn’t mean the end of the Good Faith interactive process and what to do next
• About 1.5 hours of on-demand video training with a One year access, available online 24x7
• 1.5 CEUs 
• 1 Q&A session, Self- assessment quiz and a Companion guide

This module teaches you how to complete ADA (US or ADA/FEHA in CA) Accommodation Research

• Learn the key steps to complete ADA (US or ADA/FEHA in CA) Accommodation Research
• Learn proven methodologies and the critical documentation process that can prevent most lawsuits you can't win  
• Learn how to create a solid standard operating procedure for responding to employees and applicants who provide enough information to an HR manager or a supervisor so they know or they should have known of the need for a potential accommodation.
• Know what is and is not a potential reasonable accommodation under ADA.
• Determine if the accommodation identified is ‘reasonable’ or not.
• Factors for evaluating potential reasonable accommodations are, and how to reasonably accommodate Qualified Individuals.
• Understand the process for confirming Disability, identifying accommodations, and confirming the employee's a Qualified Individual with a Disability.
• About 1 hour of on-demand video training with a One year access, available online 24x7.
• 1.0 CEUs .
• 1 Q&A sessions Assessment quiz Companion guide.

This module teaches you how to Designate ADA(US or ADA/FEHA in CA)

• Learn the key steps to follow to correctly Designate ADA(US or ADA/FEHA in CA)
• Learn to identify who is eligible under both the state and federal regulations and the definitions of Disability and what exactly is a Qualified Individual with a Disability.
• Discover the SIX stages of the ADA Designation and Interactive Process
• Understand when the need for a potential accommodation has been identified.
• Learn the process for requesting clarification regarding how the Disability impacts the ability to perform the Essential Functions of the Job and the type of accommodation that is requested.
• Learn why each stage is critical to determine if the employee is disabled, needs an accommodation, and is a Qualified Individual with a Disability.
• Know how to respond if additional information is needed and how to cure under the ADA as well as implementing the accommodation
• How do you follow up with the accommodation once it's been implemented?
• Specific strategies for following up and verifying whether the employee really is a Qualified Individual with a Disability with the accommodation and the performance requirements.
• Specifically address noncompliance of accommodation guidelines
• Become aware of the issues regarding the ADA(US or ADA/FEHA in CA) Good Faith Interactive Meeting process.
• Conditionally designate ADA(US or ADA/FEHA in CA) pending a Qualified Individual with Disability determination from an HR industry standards perspective in compliance with both state and federal regulations.
• The process of obtaining objective medical data to confirm how the employee's Disability impacts their ability to perform the Essential Functions of the Job
• Learn the process for obtaining ongoing medical certification and what to do if it's not provided.
• Deal with intermittent and reduced schedule leave under ADA.
• Manage Workers' Comp and ADA.
• Learn what do you do with light duty and modified duty notifications.
• Learn specific strategies for managing accommodations in your workplace including medical leave as an accommodation in compliance with HR industry standards of care.
• About 1.5 hours of on-demand video training ,One year access. Available online 24x7.
• 2.0 CEUs
• Assessment quiz, Companion guide.

This module teaches you how to correctly handle the Denial of ADA(US or ADA/FEHA in CA)

• Learn the key steps to properly handle a Denial of ADA(US or ADA/FEHA in CA)
• Learn how to deny an accommodation under the ADA 
• Know why you need to make a decision regarding accommodation on a case by case basis. 
• To know when you should not deny ADA(US or ADA/FEHA in CA)
• How to deny an accommodation if it is determined that the requested accommodation will cause an Undue Hardship or they're not a Qualified Individual with a Disability. 
• How to address the Good Faith Interactive Meeting process and its role in the denial process.
• How to ensure you are compliant with both state and federal regulations if you are denying ADA(US or ADA/FEHA in CA).
• How to create a standard operating procedure for Eligibility and Denial Notices and what to do next.
• How to confirm the employee has a Disability, if you can call doctors, and what to do if that employee does not provide the medical certification you're requesting.
• How you respond to the employee's accommodation requests versus the one that your organization may have identified, and whether you have to provide the accommodation the employee requested.
• Learn about the compliance due dates for notices and how to avoid retaliation charges.
• How to respond if the employee is not providing the information you need before the denial and the dual notification strategy.
• Clarify the information you will want to provide the employee in the Denial Notice regarding how they could obtain benefits in the future, or if you have company policies and procedures that might protect them outside of the ADA.
• What to do when an employee does not meet that eligibility requirement for ADA(US or ADA/FEHA in CA) and how and when to terminate, including Workers' Compensation.
• How to address the denial, and the transition if you deny FMLA/CFRA and need to address it under ADA.
• How to apply your standard operating procedure so you can determine whether the employee is a Qualified Individual with a Disability.
• The very important step to make sure you have correctly managed the assessment process, the Undue Hardship Analysis process, and the Qualified
• Individual with a Disability process to avoid litigation.
• What you need to do before denying so you are not violating two state regulations.
• How to address this issue as it relates to performance management .
• What to do if the employee does not act in good faith.
• About 1.5 hours of on-demand video training, One year access, Available online 24x7
• 1.0 CEUs
• 1 Q&A session, Assessment quiz, Companion guide