Every company is empowered to design its own organizational structure by carving out engaging and compelling work, configuring teams, and supporting individual development and growth. Yet, when it comes to documenting the job functions both essential and marginal of each job position, leaders get confused and fail to do it “right.”
In this special training session, you will learn key topics in order to comply with the Americans with Disabilities Act (ADA) as you design jobs. You will also understand how to document your findings in a way that protects your company. At the same time, you will provide your employees with clear expectations when taking on new roles, support them during leaves of absence or compromised personal/health situations, and provide your leaders with basic tools to manage their direct reports.
WHY SHOULD YOU ATTEND?
This course will provide you with practical information to determine the essential and marginal job functions for various positions in your organization. More importantly, it will help to ensure that your documents and processes are compliant with the ADA while supporting your employees and applicants in functional and engaging ways.
AREA COVERED
- Describe requirements for employers under the Americans with Disabilities Act (ADA) and the Equal Employment Opportunities Commission (EEOC)
- Differentiate between essential job functions and marginal job functions
- Define the importance of each type within a job description
- Conduct a job analysis to identify each type of job function
- Clarify who determines the essential functions of jobs
- Review the application of these concepts with case studies
WHO WILL BENEFIT?
- HR professionals, all levels
- Leaders, Managers, and Supervisors
- Small- and medium-sized business owners
This course will provide you with practical information to determine the essential and marginal job functions for various positions in your organization. More importantly, it will help to ensure that your documents and processes are compliant with the ADA while supporting your employees and applicants in functional and engaging ways.
- Describe requirements for employers under the Americans with Disabilities Act (ADA) and the Equal Employment Opportunities Commission (EEOC)
- Differentiate between essential job functions and marginal job functions
- Define the importance of each type within a job description
- Conduct a job analysis to identify each type of job function
- Clarify who determines the essential functions of jobs
- Review the application of these concepts with case studies
- HR professionals, all levels
- Leaders, Managers, and Supervisors
- Small- and medium-sized business owners
Speaker Profile

Melveen Stevenson is the CEO and founder of M.S. Elemental, LLC, a human resources and business advisory firm. As a certified HR professional with a background in accounting and finance, she helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. In doing so, she empowers companies to strengthen their infrastructure from the inside out, specifically through leadership development, operations, training, employee engagement, and executive coaching.Melveen speaks on key topics to empower companies with the latest research and best practices for increasing engagement, enhancing leadership presence, and optimizing diverse workforce groups.Over the last 20 years, …
Upcoming Webinars


50+ new Excel features so far this decade

Mindful Communication:The Key to Meaningful Conversations i…

FMLA Compliance in 2025: A Comprehensive Guide & Strategies…


Excel - 10 Key Worksheet Functions to Skyrocket Your Produc…

Managing Toxic Employees: Strategies For Leaders To Effecti…

Hiring and Retaining Employees in this Crazy Economy

Harassment, Bullying, Gossip, Confrontational and Disruptiv…

Project Management for administrative professionals


Excel Power Skills: Master Functions, Formulas, and Macros …

Outlook - Master your Mailbox - Inbox Hero Inbox Zero


Copilot and HR: An Introduction for HR Professionals


California Meal and Rest Breaks: What You Don't Know Can Co…

Bootcamp for New Managers and Supervisors: Develop These Es…

Policy Pops: Navigating DEI in the 2025 Workplace: Strategi…

Emotional Intelligence: Mastering the Emotions of Great Lea…


How To Conduct An Internal Harassment And Bullying Investig…

How to Manage the Legal Landmine of the FMLA, ADA and Worke…

The Importance of the first 5 seconds when presenting

Managing Difficult Employee Conversations

Female to Female Hostility @Workplace: All you Need to Know

How to Write Effective Audit Observations: The Principles f…


FDA Proposes Framework to Advance Credibility of AI Models