be the the regulations don't address it, EEOC doesn't address it formally, a lot of what we're telling you comes from informal guidance and we have provided information on our website so if you go to AZ and look under the topic of service animals you will find documentation there with regard to animals in the workplace as well as practical information about addressing emotional support animals in the workplace as well. This slide there is a picture of me, actually with Beth's baby goat who she was fostering for a little while and I couldn't help but share it because M&M did make a lot of people here smile! >> He is getting big! He's spoiled rotten? >> Pretty adorable. We still have 8 minutes it looks like. In the of emotional support requests, a lot of times you have employers who are leasing space and the landlord has rules around that and what it comes down to is something called thirdparty interference, and that landlord may have obligations to ensure that the employer could allow the individuals to provide an accommodation. They may have obligations under Title III requirements as a commercial facility to allow access as well. It's the kind of thing that what we would suggest is in any contract with an employer if you're going to sign a lease, something of that nature, it's probably a good idea to have something within that contract that ensure that you're able to provide accommodations for your employers are disabilities. That landlord may need to modify that policy and it may be something that needs to be worked out within that lease or contract. Simply having that sort of contractual obligation doesn't necessarily mean that the employer can say that it's an undue hardship or they can't do it, they need to collaborate and see if there is a way to make it happen so don't set yourself up for risk by denying the accommodation because you know the landlord won't allow it, go back to the landlord, have a discussion, and figure out how you can make it work, ultimately individual would file a complaint against the employer and the landlord. Let's jump on to another topic that comes up related to telework. That's a common topic, it's tricky. A lot of employers get request for telework as a reasonable
be the the regulations don't address it, EEOC doesn't address it formally, a lot of what we're telling you comes from informal guidance and we have provided information on our website so if you go to AZ and look under the topic of service animals you will find documentation there with regard to animals in the workplace as well as practical information about addressing emotional support animals in the workplace as well. This slide there is a picture of me, actually with Beth's baby goat who she was fostering for a little while and I couldn't help but share it because M&M did make a lot of people here smile! >> He is getting big! He's spoiled rotten? >> Pretty adorable. We still have 8 minutes it looks like. In the of emotional support requests, a lot of times you have employers who are leasing space and the landlord has rules around that and what it comes down to is something called thirdparty interference, and that landlord may have obligations to ensure that the employer could allow the individuals to provide an accommodation. They may have obligations under Title III requirements as a commercial facility to allow access as well. It's the kind of thing that what we would suggest is in any contract with an employer if you're going to sign a lease, something of that nature, it's probably a good idea to have something within that contract that ensure that you're able to provide accommodations for your employers are disabilities. That landlord may need to modify that policy and it may be something that needs to be worked out within that lease or contract. Simply having that sort of contractual obligation doesn't necessarily mean that the employer can say that it's an undue hardship or they can't do it, they need to collaborate and see if there is a way to make it happen so don't set yourself up for risk by denying the accommodation because you know the landlord won't allow it, go back to the landlord, have a discussion, and figure out how you can make it work, ultimately individual would file a complaint against the employer and the landlord. Let's jump on to another topic that comes up related to telework. That's a common topic, it's tricky. A lot of employers get request for telework as a reasonable
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