Speakers
Learn about the Speakers for the 2024 Duty to Accommodate Virtual Conference
Agenda
View the Agenda and Learn about the Topics for the 2024 Duty to Accommodate Virtual Conference
10:30 am – 10:40 am (EDT)
Welcome and Opening Remarks
10:40 am – 11:30 am (EDT)
A Place for All – The Leadership Imperative for Advancing Human Rights in the Workplace
- Putting people first, empowering employees to reach their full potential and inclusive leadership vs. managing
- Accessibility vs. Accommodation
- Supporting legislation (legal case vs business case)
- Future of work
11:30 am – 11:45 am (EDT)
Screen Break
11:45 am – 12:45 pm (EDT)
Keeping Pace: Duty to Accommodate 2024-2025
12:45 pm – 1:15 pm (EDT)
Screen Break
1:15 pm – 2:15 pm (EDT)
When it Comes to Progressive Discipline and Termination
- What can an employer do if they do not receive sufficient evidence to substantiate an accommodation request?
- What factors should employers consider during the accommodation process and at what point is discipline appropriate?
- What can an employer do if the employee is not complying with the process?
- Best practice tips for providing feedback, discipline, and terminating an employee who receives accommodation
2:15 pm – 2:30 pm (EDT)
Screen Break
2:30 pm – 3:30 pm (EDT)
Navigating Complexities in Substance Use Disorder and Mental Health Accommodation
3:30 pm (EDT)
Chairperson’s Closing Remarks
10:30 am – 10:40 am (EDT)
Welcome and Opening Remarks
10:40 am – 11:40 am (EDT)
Neurodiversity at Work: What it is, Why it’s important, and Ways to Accommodate It
- Entering the Workforce: Recruitment
- Staying in: Retention and Wellbeing
- Advancing and Development
- Reframing Workforce Culture
11:40 am – 11:50 am (EDT)
Screen Break
11:50 am – 12:50 pm (EDT)
Navigating Workplace Investigations Involving Parties who are Neurodivergent or have a Mental Disability
Most organizations are familiar with diversity as it relates to EDI efforts, but less attention has been paid regarding how to accommodate and investigate complaints involving employees who are neurodivergent and/or have a mental disability. This timely and practical session will address:
- Whether it is appropriate to conduct an investigation in instances where the person’s disability is a factor in the conduct and considering if alternative avenues should be pursued.
- The importance of conducting threshold assessments in appropriate cases to determine whether a complaint should advance to an investigation.
- How to approach situations where you suspect a party may be neurodivergent or have a mental health disability.
- Factors to consider when drafting credibility assessments involving neurodivergent individuals or an individual who may have a mental health disability.
- How to make the investigation practice more flexible in order to obtain the best evidence possible.
- Best practice tips for conducting interviews with neurodiverse parties using a trauma-informed lens
12:50 pm – 1:10 pm (EDT)
Screen Break
1:10 pm – 2:10 pm (EDT)
Gender Identity and Expression in the Workplace: Considerations and Accommodations
- Learn about recent legal decisions about gender identity and expression
- Gain greater understanding of proactive support, inclusiveness, and respect of gender identity and expression
- Expand awareness of how to fulfill duties under human rights legislation about gender identity and expression
2:10 pm – 2:20 pm (EDT)
Screen Break
2:20 pm – 3:30 pm (EDT)
Real Talk with Employers: Candid Discussion on Key Lessons and Insights
3:30 pm (EDT)