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.
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:
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:
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.
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
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:
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