Recording of a Webinar for Sale: NAVIGATING THE OVERLAP IN EMPLOYEE LEAVE (...

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If you missed the live webinar, don’t sweat it! The recording is now available. Download and listen at your convenience! 1.50 HRCI credits available.

Virtually every employer in every sector of the American (and global) economy has encountered challenges with Employee Leave issues at one time or another. 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 headaches and the impact on your company’s bottom line seems to increase exponentially.

These three seemingly different bodies of law often intersect in a way that leaves many employers scratching their heads. Believe it or not, Employee Leave doesn’t have to give you headaches! In this webinar, we’ll help you begin to unravel this tangled web of often overlapping employee leave laws. We’ll help you alleviate concerns about administrative headaches, 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.

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 health care, 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(s)? What are the notice requirements? In this webinar, you will get answers to these and many other questions. Consider inviting your HR Directors, Benefits Administrators and Executives to download this recording.

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 health care/pharma/life sciences professionals and businesses

  • And more!

Who will benefit from this webinar:

Leave Administrators, Benefits Administrators, Human Resources Directors, Human Resources Managers, Senior Managers, CEO’s, Business Owners, most HR practitioners, Officers, Senior Managers, Front-line and Middle Managers.

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