NADA/FTC Webinar on Revised Buyers Guides - THIS WEEK!
February 16th, 11:00am-12:15pm MST
As all dealers are likely aware, the FTC recently announced revisions to the Used Car Rule Buyers Guide that are effective January 27, 2017. To re-confirm, dealers ARE allowed to continue to use prior inventory for up to one year—all other rule changes are optional. The new rules have raised numerous questions from dealers about how to properly create, complete, and use the revised guide. NADA has issued several guidance memos to members, and is in the process of updating The Dealer Guide to the Used Car Rule.
In addition, on February 16th NADA will be hosting a webinar with John Hallerud, an attorney with the FTC who is the staff point person on the revised Buyers Guide. The webinar will be held from 1:00-2:15 pm EST [11:00am-12:15pm, MST], and will feature a brief presentation and extensive time for Q&A. Click here for the registration link.
ALERT: CADA can provide Buyers Guides: CADA can now supply the new Buyers Guides (multiple versions and options)! Please contact Tammi McCoy at email@example.com or 303.282.1449 when you are ready to order the 2017 versions (a reminder that dealers have one year from 1/27/2017 to use prior inventory—some vendor alerts may have been confusing… as long as optional disclosures under the new rule are not adopted, dealers can continue to use existing inventory with no change).
Click here for the January 24th issue of Open Road, Regulatory & Legal Updates, for our prior alert/status on this topic.
EEOC ISSUES GUIDANCE ON REASONABLE ACCOMMODATIONS FOR MENTAL HEALTH CONDITIONS
The U.S. Equal Employment Opportunity Commission (EEOC) recently issued guidance reminding employers that the Americans with Disabilities Act of 1990 (ADA) protects job applicants and employees against discrimination and harassment related to their depression, post-traumatic stress disorder, schizophrenia and other mental health conditions. Among other things, the EEOC's guidance suggests how employees can obtain reasonable accommodation for their mental health conditions, how access to medical information is restricted, and how the EEOC enforces the rights of applicants and employees with disabilities. Note that "reasonable accommodations" under the ADA are determined case-by-case, based on the nature of the employee's condition, workplace conditions, etc. Thus, what may or may not be "reasonable" for a particular employee or dealership will vary. Note too that the ADA restricts an employer's ability to ask employees or job applicants any medical questions, including those involving mental health. An updated version of NADA's A Dealer Guide to the Americans with Disabilities Act- Part II Title I: Employment Section will be released later in 2017.
If you have questions on any legal or regulatory topic, please contact:
Tammi McCoy, VP, firstname.lastname@example.org, 303.282.1449
Tim Jackson, President, email@example.com, 303.282.1448
DISCLAIMER: CADA is not authorized to dispense legal advice. The information contained in this weekly email is intended to provide important updates and reminders regarding statutes, litigation, and regulations. CADA always advises that dealers should consult legal counsel on the specifics of any laws or regulations to ensure proper compliance.