As if managing leaves of absence under the ADA weren't difficult enough, EEOC guidance and recent federal cases compel employers to return disabled employees to work with reasonable accommodations under certain circumstances -- even, potentially, into completely different positions. But implementing an ADA-compliant return-to-work process could be this cloud's silver lining, resulting in getting workers back from leave sooner, filling open positions, helping employees improve their medical conditions and improving productivity.
Learning Objectives:
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Michael Cajer Mason, SHRM-SCP
Shareholder
Greenberg Traurig, LLP
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In his global labor and employment practice, Mike assists clients with policy drafting, internal investigations, compliance advice, restructuring, management training, representation before administrative agencies, and, when necessary, litigation. For the past year, Mike has been imbedded with the legal department of a large international company providing global L&E support and leading internal investigations. He also spent six years in executive roles as Senior L&E Counsel and Director for a large public company. In those roles, he oversaw litigation, selected and managed outside counsel, and oversaw part of the company’s compliance function. Additionally, Mike conducted internal investigations and audit responses, trained management, managed a team of HR professionals, served as lead negotiator in collective bargaining, led the diversity and inclusion program, and represented the company before federal administrative agencies including the NLRB, EEOC, DOL, OFCCP, OSHA, and NRC.