Disability, Pregnancy, and Religious Accommodations

The ADA and similar state and local laws require employers to provide reasonable accommodations to employees and applicants with disabilities. The Pregnant Workers Fairness Act (PWFA) and many state local laws also mandate that employers provide reasonable accommodations for limitations related to an employee or applicant’s pregnancy. In addition, federal law and many state laws 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.

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. 

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

• How does the disability, pregnancy and religious accommodation “interactive” process work?
• What steps should managers take when they learn of a request for a disability, pregnancy, 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 and pregnancy 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 is a "qualified employee" under the PWFA?
• What are common types of pregnancy accommodations?
• What lactation accommodations are employers required to provide?
• 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.

Unlike most training providers, Clear Law Institute ensures that its training is accessible to users with disabilities as required by the Americans with Disabilities Act. Clear Law's training meets not only Section 508 requirements but also the strict requirements of the Web Content Accessibility Guidelines (WCAG) 2.1 Level AA Success Criteria.