RECORDED TRAINING COURSE
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 leaves abuse, and negative impact on your bottom line on one end and the risk of non-compliance with FMLA, ADA, and workers’ comp laws on the other end.
- 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
Why You Should Attend:
This training program will analyze these three seemingly different bodies of law i.e. the FMLA, the ADA/ADAAA, and Worker Compensation 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 any 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.
Who Should Attend:
- Managers and Supervisors
- Risk Managers
- Benefit Specialists
- Business Owners
- General Managers
- Controllers/ CFOs / Financial Managers
- Human Resource Managers / Administration
- HIPAA Officer
- Privacy Officer
- Health Information Manager
- Healthcare Counsel/Lawyer
- Office Manager
Note: You will get access to the Recording link and E-Transcript; in your account and at your registered email address.
Janette Levey Frisch, Founder of The EmpLAWyerologist Firm, has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law.