Making it work for all
Wisconsin employers are required to provide reasonable accommodations under several key laws: the Americans with Disabilities Act (ADA), the Wisconsin Fair Employment Act (WFEA), and the newly enacted Pregnant Workers Fairness Act (PWFA). However, navigating these laws can be challenging for both employers and employees. Lawyers must clearly understand the obligations and standards set by the ADA, WFEA, and PWFA to guide their clients effectively.
At Recent Developments and Refreshers on Disability Accommodation Law, you’ll find guidance on recent state and federal court decisions interpreting the WFEA and ADA, highlighting where the laws overlap and diverge. You’ll also examine:
- Employer and employee obligations and risks associated with presenting claims under each law
- Which laws and requirements apply to employees with mental health conditions seeking workplace accommodations
- Key steps in the “interactive process” once an accommodation request is made
- Best practices for asking legally appropriate questions about an employee’s mental health condition
Employer and employee expectations
The PWFA introduces new requirements for accommodating limitations related to pregnancy, childbirth, and other related medical conditions. Discover how the PWFA impacts employers’ obligations and who is covered by the PWFA. You’ll also study the interplay between the PWFA and other disability discrimination laws.
Confidently advise employees and employers on reasonable workplace accommodations with help from Recent Developments and Refreshers on Disability Accommodation Law.
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