This training program will analyze these three seemingly different bodies of law that often overlap leading to ambiguity and confusion. What are the eligibility/coverage criteria under the FMLA and the ADA/ADAAA and workers comp? When might an extended leave be a reasonable accommodation? When might it be an undue hardship? Undue hardship can mean different things to different employers. If you are in healthcare, pharma, banking and finance, to name a few examples, accommodations of leave requests that may be feasible for many other employers, might, for you, be an undue hardship. If it’s not deemed an undue hardship are there steps you can take to mitigate the burden? What are the notice requirements? In this webinar, participants will get answers to these and many other questions.
Buy the complete series - 'FMLA, ADA/ADAAA and Workers Comp - Laws, Leave Abuse and Crafting Policies for Leave Management'
An FMLA-eligible employee may also be protected under the ADA/ADAAA, and therefore qualify for an extended leave of absence -beyond the FMLA’s 12 week maximum. If that’s not enough when you have employees who are eligible for time off from work under workers’ compensation laws, the potential for overlap, not to mention administrative challenges and the impact on your company’s bottom line seems to increase exponentially.
This webinar will help participants unravel this tangled web of often overlapping employee leave laws. It will help you alleviate concerns about administrative challenges, employee leave abuse and negative impact to your bottom line on one end and risk of non-compliance with FMLA, ADA and workers’ comp laws on the other end.
Can you answer the questions below?
Which leave laws apply in which situations and in which order should an employer apply them?
What should an employer do when an employee has exhausted his or her FMLA leave? Is s/he entitled to additional leave? If so, how much?
If an employee requests a “less stressful' position, is it an FMLA, ADA or workers' comp issue?
What is a reasonable accommodation? Reasonable to whom?
Can you discipline an employee on leave or claiming entitlement to leave or reasonable accommodations? If so how?
What steps can you take to minimize the risk of your leave policies and practices landing you in court?
All of the above questions and more will be answered in this information-packed program! Don’t put your company at risk!
Buy the complete series - 'FMLA, ADA/ADAAA and Workers Comp - Laws, Leave Abuse and Crafting Policies for Leave Management'
Why Should You Attend:
The Family Medical Leave Act (FMLA) requires covered employers to allow eligible employees up to 12 weeks of unpaid job-protected leave and benefits to care for their own or a family member’s serious health condition. The Americans with Disabilities Act (ADA) and the Americans with Disabilities Act Amendments Act (ADAAA) require employers to provide reasonable accommodations to qualified employees with disabilities so that they can perform the essential functions of their jobs - and a leave of absence may very well be such a reasonable accommodation.An FMLA-eligible employee may also be protected under the ADA/ADAAA, and therefore qualify for an extended leave of absence -beyond the FMLA’s 12 week maximum. If that’s not enough when you have employees who are eligible for time off from work under workers’ compensation laws, the potential for overlap, not to mention administrative challenges and the impact on your company’s bottom line seems to increase exponentially.
This webinar will help participants unravel this tangled web of often overlapping employee leave laws. It will help you alleviate concerns about administrative challenges, employee leave abuse and negative impact to your bottom line on one end and risk of non-compliance with FMLA, ADA and workers’ comp laws on the other end.
Can you answer the questions below?
Which leave laws apply in which situations and in which order should an employer apply them?
What should an employer do when an employee has exhausted his or her FMLA leave? Is s/he entitled to additional leave? If so, how much?
If an employee requests a “less stressful' position, is it an FMLA, ADA or workers' comp issue?
What is a reasonable accommodation? Reasonable to whom?
Can you discipline an employee on leave or claiming entitlement to leave or reasonable accommodations? If so how?
What steps can you take to minimize the risk of your leave policies and practices landing you in court?
All of the above questions and more will be answered in this information-packed program! Don’t put your company at risk!
Areas Covered in the Webinar:
- The difference between someone with a “serious health condition” under the FMLA and a “qualified individual with a disability” under the ADA/ADAAA
- Use of medical inquiries to determine coverage under the FMLA and the ADA/ADAAA
- Notification requirements under FMLA and ADA/ADAAA
- Reinstatement requirements under FMLA and ADA/ADAAA
- Situations where the FMLA and ADA/ADAAA may overlap
- Intermittent leave requests under FMLA and the ADA/ADAAA
- Terminating an employee who has exhausted FMLA leave time without running afoul of the ADA/ADAAA
- Documentation and meeting guidelines
- Case laws and/or emerging issues
- Best practices
- Issues of particular concern to healthcare/pharma/life sciences professionals and businesses
Who Will Benefit:
This webinar will provide valuable assistance to all companies, not-for-profits, educational institutions, governmental agencies and pseudo governmental agencies. Those that would benefit most would be:- Executives
- Managers and Supervisors
- Risk Managers
- Benefit Specialists
- Supervisors
- Business Owners
- General Managers
- Controllers/CFOs/Financial Managers
- Human Resource Managers/Administration
- HIPAA Officer
- Privacy Officer
- Health Information Manager
- Healthcare Counsel/Lawyer
- Office Manager
Course Provider
Janette Levey Frisch,
