2020 - FMLA AND ADA: MANAGING LEAVES DOESN'T NEED TO BE (THAT) COMPLICATED

OVERVIEW
The increasing cases of employee leave abuses have disrupted many organizations’ workability and the seriousness that comes with the leave policies. What the major federal law mandates can be explicitly confusing at times. Even when managers have good intentions in assigning leaves, they sometimes administer both leaves by using the same forms, overlap the requirements, and consolidate the processes.
With your organization's growth, several legal processes that vehemently require new laws to put them in order are needed, amongst which is the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA), each having its separate guidelines. FMLA exists when the employees need a certain amount of family time or an emergency to attend their medical or health issues, while ADA exists for all employees — even applicants and part-timers— since day one. When taken one by one, it’s clear that they are completely different in their details and requirements and, as a result, must be managed carefully.
If you’re new to the field of leave management – whether you’re in Human Resources or not – or if your company is growing to the 50-employee mark, it’s wise to educate yourself about the FMLA and ADA and familiarize yourself with the details. HR practitioners and other business leaders will find this course to be a dynamic one that is full of practical information presented in an easy-to-follow format. It also provides specific steps for administering the leave mandates to ensure that employees are clear on their obligations and you (and your company) understand employer requirements as well. Join us in this special training session to learn not just about FMLA or ADA – but both – and how they interact with one another.
LEARNING OBJECTIVES
Define the coverage, details, and requirements to employers and employees under the Family and Medical Leave Act(FMLA) and American with Disability Act (ADA)
Discern the circumstances under which both laws could apply
Enumerate guidelines for employers to administer and manage employees using both and/or either type of laws
Elaborate five critical steps to administering FMLA
WHY SHOULD YOU ATTEND
By preparing yourself ahead of time, you’ll know the requirements of both the FMLA and ADA beforehand as opposed to implementing a plan and delivering on a process as a specific situation comes up. By attending this training session, you’ll have the information you need to build a process for your organization as well as build your confidence in this area.
This course is especially helpful to the non-HR leader who manages employees and encounters requests for leaves of absence, accommodation, and time off for health reasons.
WHO WILL BENEFIT?
HR professionals, all levels
Leaders
Managers
Supervisors
Small- and medium-sized business owners
SPEAKER
Melveen Stevenson is the CEO and founder of M.S.Elemental, LLC, a human resources and business advisory firm based in Los Angeles, California. As a certified HR professional with a background in accounting and finance, she helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. By using an encompassing business approach, she helps to strengthen the infrastructure of organizations from the inside out, specifically through leadership development, operations, training, employee engagement, and career coaching.
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