Live Webinar on How Do They Work Together—Or Not? : The Complexity & Interplay Among the ADAAA, FMLA, and Workers' Comp (WC)
OVERVIEW
Challenges - It’s confusing isn’t it?
How
are we supposed to keep it all straight when there are times when the legal
requirements of both Family Medical Leave Act (FMLA) and the
American Disabilities Act Amendment Act (ADAAA) are similar, yet at other times one law
contradicts another?
We
find that we can’t comply with both laws at the same time, so which one takes
precedence over the other?
And
where does WC come in? To complicate matters even more, WC is a state law,
while FMLA and ADAAA are federal laws, and there are other state civil rights
laws that also impact FMLA and the ADAAA. Consider that an injury under WC may
also be a “serious health condition” under FMLA.
State
laws may differ from federal laws by covering additional health conditions, may
apply to small organizations, or may cover situations in which the federal laws
have no say such as domestic abuse. As HR, we have the responsibility of
sifting through these laws to ensure that we comply with each law that provides
the best benefit to our employees.
These
laws provide entitlements to our employees which means they are not considered
an optional benefit. So, even if you fail to apply the law to your employee,
they can claim protection anyway. For example, if you fail to provide
appropriate leave under FMLA, that does not remove the employee’s right to a
job-protected leave. The ultimate goal of all three laws is to assist the
employee to return to work.
WHY
SHOULD YOU ATTEND
The
webinar addresses laws that HR is responsible for upholding. When the laws are
not followed, it increases the liability for the organization and interferes
with a fair and equitable work environment for employees. The complexity &
interplay among the ADAAA, FMLA, Workers' Comp (WC) are confusing to many HR
professionals and this webinar will help decipher the complexities.
AREAS
COVERED
Ensuring
compliance with FMLA can be frustrating for many HR professionals who are
uncomfortable with the Act.
This
leads to litigation. Then, to add the ADAAA legal requirements adds to the
confusion which can also lead to discrimination under civil rights law.
Sometimes sprinkled in with FMLA and the ADAAA is WC – the nexus among the
three legal requirements, especially as it relates to leave, medical
certification, and getting the employee back to work as quickly as possible,
can be daunting.
This
webinar will separate the three laws and examine how each law applies to work
situations.
LEARNING
OBJECTIVES
- To
review the intricacies of how WC, ADAAA, and WC intersect to provide
employees’ coverage under these acts
- To
discuss the challenges in terminating an employee after they have expended
their FMLA benefits without ignoring their rights through the American
Disability Act Amendment Act (ADAAA) or state laws
- To
identify steps to follow when an employee fails to provide the requested
and required medical certification
- To
explain the process in responding to an intermittent leave request that
may include a potential accommodation under the ADAAA
- To
describe essential documentation guidelines to prevent liability
- To
outline best practices when conducting the legally required interactive
process when determining an accommodation under the ADAAA
- To
clarify a physical or mental impairment that limits major life activity
based on the ADAAA
- To
discuss the criteria for essential job functions
- To
determine if and why you need more medical opinions
- To
judge WC/ADAAA light duty restrictions while keeping FMLA intermittent and
reduced scheduled leave viable
WHO
WILL BENEFIT
This
webinar is for all industries so identifying specific job titles is not
realistic. That said, the following general job titles should attend:
- VP
of HR
- All
HR directors, managers, and generalists
- Supervisors
- Managers
- Director
of Risk Management
For more detail please click on this below
link:
Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616
Fax: +1-888-909-1882
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