Understanding and Navigating the Overlap between FMLA, ADA and Workers’ Comp Leave

  • Speaker:Janette Frisch
  • Date: 19th July 2017 10:00 AM PST | 01:00 PM EST
  • Duration:90Min
  • Product Code:GRC-90157

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Description:
Few employers can say they have never had challenges with leave of absence issues. Virtually every employer in every sector of the American (and global) economy has. 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 headaches and the impact on your company’s bottom line seems to increase exponentially.  But you don’t have to despair! In this webinar we’ll help you begin to unravel this tangled web of often overlapping employee leave laws. We’ll help you alleviate concerns about administrative headaches, 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.
Course Objective:
These three seemingly different bodies of law often intersect in a way that leaves many employers scratching their heads. 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 health care, 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(s)? What are the notice requirements? In this webinar, you will get answers to these and many other questions.  Consider inviting your HR Directors, Benefits Administrators and Executives to join us for this webinar, where we will cover the following:

•    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 health care/pharma/life sciences professionals and businesses
•    And more!
Who Will Benefit:
This webinar will provide valuable assistance to all companies, not-for-profits, school districts, 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

Instructor Profile: 

Janette Levey Frisch, is an Employment/HR attorney with over 20 years’ legal experience.    Janette is the Legal Wellness Professional for your employment practices and workforce challenges. Janette works with employers like you to craft solid Employment Practices Wellness Plans tailored to address your company’s needs and concerns.  Do you wish you could engage an employment law/HR expert—an “outsourced in-house counsel”-,- to solve small problems before they get big, before they escalate to a lawsuit or government audit, or maybe even avoid them altogether? Does that sound too good to be true? It isn't.  That is what Janette Levey Frisch, and Employment/HR Attorney and Founder of The EmpLAWyerologist Firm does. Janette is available for consultations, and legal services on virtually all federal and NJ and NY state employment law issues. Janette is also available for training and public speaking engagements. 

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For information on refund or cancellation please refer here   https://www.grcts.com/refund-cancellation-policy

GRCTS is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: www.nasbaregistry.org


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