Disability & Religious Accommodations

  • 20-minute online training for employees on how to comply with disability and religious accommodation laws
  • Managers learn about their additional obligations for compliance
  • Course kept up to date with changes in federal and state laws
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The ADA and similar state and local laws require employers to provide reasonable accommodations to employees and applicants with disabilities. Federal law and many state laws also require employers to make reasonable accommodations to allow employees and applicants to practice or observe their religion. In this course, employees learn how to comply with these laws and your organization’s policies. Managers learn about their special obligations for ensuring compliance with these laws.

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. 

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. 

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Course Topics

Among other things, employees will learn the answers to the following questions:

  • How does the disability and religious accommodation “interactive” process work?
  • What steps should managers take when they learn of a request for a disability or religious accommodation?
  • 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 process?
  • What is a “qualified person with a disability” under the ADA?
  • What are the “essential functions” of a job under the ADA?
  • What is a “direct threat” under the ADA?
  • What is an “undue hardship” when considering a disability accommodation request?
  • When can an employer require medical documentation of the need for a disability accommodation?
  • What types of disability-related questions may an employer ask?
  • Is an employee entitled to a specific accommodation they request?
  • Is an employer entitled to accommodations for employer events or programs?
  • What are common types of reasonable accommodations for people with disabilities?
  • What types of beliefs may entitle an employee to a religious accommodation?
  • What is an “undue hardship” when considering a religious accommodation request?
  • What are common types of reasonable accommodations for people sincerely held religious beliefs?


The course is kept up to date with changes in federal and state laws.



The training can be customized to your organization’s specific policies and procedures, so that managers receive the exact guidance they need to comply with your organization’s policies. You can include your logo, and introductory audio or video message, and instruction on your specific policies.

Clear Law’s Compliance Advisory Team is available to review your family, medical, and other leave policies.



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