$196.75 – $255.24

Navigating the Employee Leave Maze

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Red Lion Hotels Cromwell (formerly Radisson Hotel Cromwell)

100 Berlin Road

Cromwell, CT 06416

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At this interactive and energetic workshop, we dig into the alphabet soup of workers’ compensation, ADA, FMLA, and paid sick leave and help you understand which laws apply to your company, which of your employees, and how to effectively manage employee leaves when multiple laws apply at the same time.

We start with an overview of these laws and then work through a series of hypothetical situations and real-life examples. We explore the gray areas of mandated leave, pay and benefit obligations, schedule changes, job protections, prohibited/permitted inquiries, interactions with doctors, job accommodations, safety concerns, termination options, and more.

We also show you how to avoid legal complaints and government audits, all with the goal of keeping your business running when workers are absent.


7:30 am
Check-in & Networking Breakfast

8:30 am
Opening Remarks
Mark D. Soycher, Counsel, Human Resources Services, CBIA

8:40 am
Workers’ Comp, FMLA, Paid Sick Leave, ADA Highlights

Truths and Misperceptions, Rights and Obligations in a Chaotic Leave Environment.

Workers’ Comp
Patrick McHale, Partner, Kainen, Escalara & McHale, P.C.

FMLA & Paid Sick Leave
Heidi Lane, Principal Attorney, Office of Program Policy, CT Department of Labor

Mary Kelly, Partner, Livingston, Adler, Pulda, Meiklejohn & Kelly PC

10:20 am

10:40 am
Case Studies & Hypotheticals

One of the many situations attendees worked through last year:

An employee wants to return to work after six months medical leave due to a work-related back injury. His doctor’s assessment says he’s clear for full-duty, no restrictions.

But the plant manager views him as “damaged goods,” convinced that reinstating him to his prior position will result in a more serious back injury, or even permanent incapacity, costing the company a bundle.

Q: Should you side with the plant manager and decline to bring him back, reassuring him you won’t fight his unemployment claim?

Q: Should you give him a “lack of work” layoff, and offer a generous severance package in exchange for a release agreement, including a strong job reference?

Q: Is there a better, third option that should be considered?

This scenario sparked a lively discussion at last year’s program. You will work in small groups to analyze hypothetical situations like this, discuss applicable laws, and propose strategies for managing the situation. Each group will present their scenario and proposed solution to their peers and our panel of experts.

12:15 pm

1:15 pm
Panel Discussion (attendee driven, bring your questions!)

Moderator: Mark Soycher, CBIA

Patrick McHale, Kainen, Escalara & McHale, P.C.
Heidi Lane, CT Department of Labor

Mary Kelly, Livingston, Adler, Pulda, Meiklejohn & Kelly PC

A structured discussion of different perspectives and approaches to these and other leave-related issues:

  • Leave obligations, reduced schedule, intermittent leave

  • Job protections, reassignment, reinstatement

  • Essential and nonessential functions

  • Light duty obligations, available work

  • Termination

  • Documentation

  • Maintenance/accrual of medical benefits, PTO benefits

  • Medical information, confidentiality, workplace safety

  • Mistakes that trigger complaints

  • Responding to complaint from employee, labor department, plaintiff’s counsel, management, employee’s mother (seriously!)

  • Any other questions you may have

2:45 pm
Closing Remarks
Mark Soycher, CBIA

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Red Lion Hotels Cromwell (formerly Radisson Hotel Cromwell)

100 Berlin Road

Cromwell, CT 06416

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