Online Webinar 2019 - The Interplay of the Family & Medical Leave Act, the Americans with Disabilities Act, and Workers’ Compensation Laws (5-hour Virtual Seminar)

Session Highlights
Purposes of the ADA, the FMLA, and Workers Compensation Laws
Understanding the provisions of ADA, FMLA and Workers Compensation law
Employer Coverage
Employee Eligibility
Length of Leave
Medical Documentation that may be requested
Restricted/Light Duty
Fitness-to-Return certification
Employee benefits while on leave
Job reinstatement
Recognizing and analyzing the interplay of the ADA, FMLA and Workers Compensation law: What's the risk for employers?
Impact of State-enacted FMLA laws
Enforcement authorities for each of the three laws
Running afoul of the Equal Employment Opportunity Commission (EEOC)
Situations in which employees have a sense of unfair treatment
The areas of interplay to consider when managing employee absenteeism
Tactics to keep employers compliant
Determining employers responsibilities regarding medical and disability-related leave requests
Considering medical leave requests through the lens of the FMLA, ADA, and Worker's Compensation
Protocol for employees requesting medical leaves of absence
Intermittent or Reduced-Schedule leaves
Impact of intermittent leave on performance standards
Supervisors create liability
Reviewing your organization's leave policies and their implications for ADA, FMLA, and Workers Compensation
Reflecting ADA, FMLA and Workers Compensation regulations in your policies
Communicating leave policies to employees
Overview
Legal compliance can get confusing when some legal regulations seemingly overlap or even seem almost contradictory to implement. This is the case when the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and Workers’ Compensation intersect.
The intersecting of these three laws is complicated and open to problems if not handled correctly. ADA, FMLA and Workers Compensation have different goals and protections for employees, yet all three have provisions that may require an employer to give job-protected time off when the right circumstances are met.
It's essential for employers to understand Federal and State laws with respect to these three laws in order to be compliant.
The majority of unscheduled and scheduled absences are related to the illness of employees or their family members. Under those circumstances, one, both, or all three of these laws may be involved. Violations of these laws may result in lost wages, back pay, reinstatement, retroactive benefits, compensatory damages, and punitive damages.
In addition to employers legal responsibilities, employers also have moral and ethical responsibilities to ensure employees receive the benefits and protections these laws provide.
Why should you attend
The interplay of the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and Workers Compensation laws has been referred to as the "Bermuda Triangle of employment law." It's imperative for employers to recognize and understand the interplay of the ADA, FMLA and Workers Compensation laws. Employers have legal responsibilities to comply with these laws or face significant violations for noncompliance. Employers have ethical and moral responsibilities to ensure employees receive the benefits and protections these laws provide.
Each of these three laws have different purposes. The ADA prohibits discrimination. The FMLA sets minimum leave standards. Workers compensation laws provide for payment of compensation and rehabilitation for workplace injuries and minimize employer liability.
Participating in this webinar will provide participants with a clear understanding of each of these laws and how they interact with each other, incorporating that information into company policies, and the ability to communicate those policies to employees.
Who will benefit
Senior Leadership
Human Resources Professionals
Compliance Professionals
Payroll Professionals
Operations Professionals
Managers & Professionals
Employees
Speaker:
Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane's background includes experience in HR consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting in early 2016. Under Diane's leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area.
Diane holds a Master Certificate in Human Resources from Cornell University's School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.