Accommodating Service Animals and Emotional Support Animals in the Workplace

recording Accommodating Service Animals and Emotional Support Animals in the Workplace

You Will Learn:

  • Your obligations if an employee asks to bring their service animal to work
  • Types of animals included in the definitions
  • Potential penalties you will face for violating the ADA and other service animal-related laws
Access the pre-recorded audio conference
$269.00
 

Do you know the difference between a service animal and a comfort animal?

Do you know your legal obligations to accommodate employees’ needs for such animals under the ADA?

The Americans with Disabilities Act (“ADA”) affords certain rights to individuals who use service animals or emotional support animals.

In fact, Title I of the ADA requires employers to accommodate employees’ disabilities, which may include the use of a service animal or emotional support animal. Similarly, other laws, such as the Fair Housing Act and the Rehabilitation Act, afford protections for the use of service animals and emotional support animals in certain settings.

Yet, the confusion created by the differences between service and emotional support animals, and when those animals must be accommodated, often raises a host of complicated issues for employers to contend with.

Do you know what rules apply? What about the various state and local laws that may have different definitions?

Learning Objectives

During this information-packed webinar Lisa Burton of Ogletree Deakins will discuss policies and obligations for accommodating animals at work. You’ll also get the answers to such critical questions as:

  • Do you have to accommodate an employee’s request to bring his or her service animal or emotional support animal to work?
  • What types of animals are included in the definitions?
  • What are your obligations if an employee asks to bring their service animal to work?
  • We have a no-pet policy – is this even legal now?
  • What are your obligations with regard to comfort animals?
  • What potential penalties will you face for violating the ADA and other service animal-related laws?

Product ID: 18616

Bonus Material

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  • The Job Description and FLSA

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  • Research Resources
  • FAQs
  • Job Description Checklist
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Faculty

Lisa S. Burton
Lisa S. Burton
Shareholder, Ogletree Deakins

Lisa Stephanian Burton is a shareholder in the Boston office of Ogletree Deakins. She defends employers in litigation and counsels on labor and employment issues that include wage and hour, discrimination, leaves of absence, and other US state and federal laws and regulations. Lisa also advises employers on business immigration matters.

Continuing Education Units

  • hrci

    HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

    “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

  • shrm

    C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

Don’t Get Dogged by ADA Compliance Issues! Learn What Rules Apply!

Order my recording now

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