Skip to main content

My! FMLA, ADA and Workers' Comp Overlap Guidance for all Employers

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.
Employers-hiring
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.

Who will be benefit:
  • 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
About the instructor:
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.

More at:
Labels:

Comments

Post a Comment

Popular posts from this blog

The Proper Way to Correct I-9 Documents and Not Pay Penalties

Surprising as it might sound, many employers are either unaware of I-9 documents penalties and fines, or are willing to take the risk of noncompliance. This is a very bad situation to be in, something that has been compounded by the fact that the regulatory agencies are communicating more than ever before on this topic. The way in which the departments communicate with each other makes it easier for them to target employers. Yet, the fact is that most complaints come from disgruntled employees, while others come from audits of target industries. Moreover, the DHS developed a new I-9 Form effective from January 21, 2017, which has to be used immediately. This makes it imperative for employers to be aware of all the new guidelines for completing the new I-9 form as well as the ongoing regulations. A webinar that is being organized by Traininng.com, a leading provider of professional training for all the areas of regulatory compliance, will give proper understanding and perspective on ...
Post a Comment
Read more

Changing Behavior: Why Rewards and Punishments Often Aren't Enough

Major changes have been taking place at the workplace. Today, the workforce is no longer a staid or static one. It is lively, vibrant and mobile. No organization can expect to retain a workforce in which wholehearted appreciation is not forthcoming or where the employees do not make a difference. Organizations judge employees on the quality of their own work, but also that of their team members. This makes it necessary for individuals to assist their team members and help them raise their standards. However, with each employee being unique, one standard method or principle cannot be applied across the board. Team members, especially Leads and Managers, need to learn the fundamentals of human motivation if they have to motivate and engage each employee and the entire team for top performance in tune with their unique strengths, attitudes and skillsets. Some of the questions they have to pose to themselves and be able to answer include: What works well and what doesn’t? How effecti...
Post a Comment
Read more

Having Difficult Workplace Conversations

Good communication abilities area unit a core competence of a frontrunner or manager  among the place of labor. this is often above all true within the place of job  whereby  collaboration and cooperation area unit necessary to realize success. Having  powerful  work conversations do now not have to be compelled to be some  factor we have a tendency to turn away from. Instead, it will grow to be wont as we have a tendency to  find out how to concentrate, keep responsibility conversations and  address  powerful  behaviour of those we have a tendency topaintings with. Having the potential  to speak  effectively once handling arduous troubles is what's  wished  withinthe trendy place of labor and will set United S...
Post a Comment
Read more