Life Science or Non-Life Science - Oh My! FMLA, ADA and Workers' Comp Overlap Guidance for all Employers
Instructor:
Janette Levey Frisch
Product ID: 704344
- Duration: 120 Min
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
Janette Levey Frisch, founder of The EmpLAWyerologist Firm, is an employment/HR attorney with over 20 years’ legal experience. Ms. Frisch is a legal wellness professional for employment practices and workforce challenges. She works with employers to craft solid employment practices wellness plans tailored to address a company’s needs and concerns. Ms. Frisch offers consultations and legal services on virtually all federal and NJ and NY state employment law issues.
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Refund Policy
Our refund policy is governed by individual products and services refund policy mentioned against each of offerings. However in absence of specific refund policy of an offering below refund policy will be effective.
Registrants may cancel up to two working days prior to the course start date and will receive a letter of credit to be used towards a future course up to one year from date of issuance. ComplianceOnline would process/provide refund if the Live Webinar has been cancelled. The attendee could choose between the recorded version of the webinar or refund for any cancelled webinar. Refunds will not be given to participants who do not show up for the webinar. On-Demand Recordings can be requested in exchange. Webinar may be cancelled due to lack of enrolment or unavoidable factors. Registrants will be notified 24hours in advance if a cancellation occurs. Substitutions can happen any time. On-Demand Recording purchases will not be refunded as it is available for immediate streaming. However if you are not able to view the webinar or you have any concern about the content of the webinar please contact us at below email or by call mentioning your feedback for resolution of the matter. We respect feedback/opinions of our customers which enables us to improve our products and services. To contact us please email [email protected] call +1-888-717-2436 (Toll Free).
