Service Animals in the Workplace: Is it Really Raining Cats and Dogs?

Topic Overview

More and more individuals are using service animals to assist with a host of medical conditions. At one time, it was easy for an employer to say “no animals allowed” in the workplace. With the passage of the Americans with Disabilities Act, however, employers now have to consider whether an employee is entitled to have a service animal at work as an accommodation. How do you tell the difference between an employee who needs a service animal as opposed to one who just wants to bring their pet to work? What documentation can you require?

Areas Covered

• Do you know what is a service animal?
• How do you lawfully determine whether the employee needs a service animal or just wants to bring his/her pet to work?
• When is the use of service animal an ADA accommodation?
• Problems to anticipate in the workplace when a service animal is there
• Dealing with co-workers who may have allergies or other issues with service animals

Learning Objectives

• The Department of Justice Guidance
• What animals can be service animals
• Difference between service animals and pets
• Determining whether the animal is truly a service animal
• Work related concerns when service animals are present
• Dealing with co-worker concerns

Who Will Benefit

Human resources managers, hiring officials, benefits specialists

Speaker(s)

Susan Fahey Desmond

For more than 35 years, Susan Fahey Desmond has helped companies – hospitals, banks and credit unions, manufacturing companies, offshore oil companies, school districts, and others – minimize the cost and disruption of employment disputes. She defends wage and hour, wrongful discharge, non-compete, Family and Medical Leave (FMLA), and other claims. Clients seek her litigation counsel for age, sex, disability, race, religion, and sexual harassment discrimination lawsuits, as well as class actions. She helps employers dispute Equal Employment Opportunity Commission (EEOC) charges and other administrative complaints and navigate the administrative and judicial process. And, perhaps most importantly, she works with management and HR to resolve issues before they develop into contentious litigation.

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