2018 - Leave Abuse under FMLA, ADA and Workers’ Comp: How Employers Can Deal with the Most Outrageous Excuses

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