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 seminar, participants will get answers to these and many other questions.

This seminar will help participants unravel this tangled web of often overlapping employee leave laws. It will help you alleviate concerns about administrative challenges, employee leaves abuse, and negative impact on your bottom line on one end and the risk of non-compliance with FMLA, ADA, and workers’ comp laws on the other end.

Areas Covered in the Session:

· 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

Why you should 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.

Who Will 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

Instructor

Janette Levey

HR Attorney

Janette S. Levey, “The Employer’s Lawyer” has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law. Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits. Janette works with employers on most employment law issues, to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer. Janette has served on the Workplace Violence Prevention Institute, a multidisciplinary task force dedicated to providing proactive, holistic solutions to employers serious about promoting workplace safety and preventing workplace violence. Janette currently serves as an Advisory Board Member for Child and Family Resources of Morris County, New Jersey. Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Addressing and Preventing Employee Leave Abuse, Pre-Employment Screening among many, many others.

Credits

Opty learn is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP® recertification activities.

Frequently Asked Questions

Live training course/ webinar is an Online training seminar which you can access through your computer and laptop or phone and directly interact with our expert speaker and allow to ask questions during the Live webinar. Conference material used by our speaker to the Live webinar will be provide with your Instruction kit before the Training.

Recorded webinars or On-Demand are self-paced audio-visual training program that you can watch at your own pace to earn Continuing Education Units (if applicable). Online, recorded training courses are accessible whenever you choose, for an unlimited number of times. Additionally, you have three months from the purchase date to watch as many times as you like. After a live training or webinar has started, you will receive the instructions and link to access the recorded training course. If it has already been recorded, you can access it right away.