Family Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) laws are already extremely confusing. Add Workers’ Compensation into the mix and it becomes one of the most difficult responsibilities an employer must handle. Employers need to understand the multitude of leave laws, how they intertwine and appreciate their delicate interaction.
It is crucial that employers ensure compliance with these laws, as violations can cause expensive fines, penalties, and litigation; such as lost wages, back pay, reinstatement, retroactive benefits, compensatory damages, and punitive damages. Additionally, failure to understand how these laws work together can cost an employer significant money in workdays lost, temporary help costs, and overtime pay.
The best way to handle the interaction of these laws is to first, understand the laws, and second, know when each law is initiated and exactly what each one requires. For example, some leaves may only involve one of the laws. Other leaves may implicate two of these laws. Some leaves may trigger all three laws. Once an employer understands when each of these laws applies and what they require, it will be simpler to navigate their interaction.
In this information-packed 90-minute webinar, you will learn how to apply these laws.
Learning Benefits with trivia questions:
A full-time production worker has exhausted his FMLA allotment and it appears he will not be returning to work. How do you handle this?
How do employers recognize an accommodation request and how should they respond?
Jane is given a modified work scheduled as an accommodation, i.e. from full-time to part-time hours. Does the employer have to maintain Jane’s full-time pay and benefits?
An employee becomes easily fatigued because of lupus. He requests a stool to sit on, which will slow down production. What do you do?
Kevin injured his leg and ankle while working on his roof at home. He requests to work from home as an accommodation. Are you required to allow this accommodation?
You are considering allowing accommodation for an employee, however, you are concerned about setting a precedent. What do you do?
An employee comes to work and gives you a note from his physician stating he was injured on the job three (3) months ago. What do you do?
A key focus of the Conference:
Family and Medical Leave Act (FMLA) overview
Intermittent and reduced schedule leave
The Interactive Process
Essential functions versus non-essential functions
Determining accommodations and hardships
Why do we care about the ADA and FMLA overlap?
How to deal with FMLA, ADA, and Workers Comp. overlap
FMLA, ADA, and Workers Comp. leave comparisons
How the FMLA, ADA, and Workers Comp. leave interacts with other leaves, i.e. sick leave, vacation, PTO, etc.
Who should attend this Conference
Human Resource (HR) Professionals
Healthcare Information Officers
Directors, VPs & CFOs
Business Owners HR Consultants and Representatives
Anyone who is responsible for administering FMLA, ADA, FLSA
You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.
Vanessa G. Nelson is founder and President of award-winning Expert Human Resources, which she founded to help companies maintain employment law compliance, avoid workplace litigation, maximize human capital, and reduce costs. Expert Human Resources has successfully saved businesses hundreds of thousands of dollars and has worked with multiple companies, including: McDonalds, Mass Transportation Authority, Muskegon Area District Library, Bedford Public Schools, and Old Newsboys.
Ms. Nelson received her Master of Science in Administration/Human Resources Management degree from Central Michigan University, and a Bachelor in Business Management from Northwood University. She holds the Certified Senior Professional in Human Resources (SPHR) credential from the Human Resources Certification Institute, SHRM-SCP from Society of Human Resources, and Certified Labor Relations Leader (CLRL) from Michigan State University.
This webinar has been approved for 1.5 HR (General) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”