Dealing with and Preventing Leave Abuse under FMLA, ADA and Workers' Comp

This webinar will help you get a working knowledge of how you can minimize your company’s exposure to employee abuse of family and medical leave - be it under the FMLA, ADA, or workers’ comp or other applicable family and medical leave laws.

Buy the complete series - 'FMLA, ADA/ADAAA and Workers Comp - Laws, Leave Abuse and Crafting Policies for Leave Management'

Why Should You Attend:

Suppose one or more of your employees has taken a leave of absence, and your company or department is buckling under the added stress - and you suspect that one or more of those employees may be taking advantage, and may not really be in need of family or medical leave - or may even not be entitled to it. What if one or more of your employees asks for intermittent leave? Administration of continuous leave can be challenging enough. Intermittent leave presents its own administrative challenges. With the pandemic still raging, more employees are in need of or looking for time off from work. How do you keep track of everything and ensure that your employees are abusing their leave? You can curb employee leave abuse. But how do you do it? Don’t despair!

This webinar is the second in our series on employee leave, and it will help you get a working knowledge of how you can minimize your company’s exposure to employee abuse of family and medical leave - be it under the FMLA, ADA, or workers’ comp or other applicable family and medical leave laws.

• Life Science or Non-Life Science - Oh My! FMLA, ADA and Workers' Comp Overlap Guidance for all Employers - Part 1 click here
• Can you answer the questions below?
• An employee with an absenteeism problem continues to claim FMLA leave. Is this abuse by the individual or is he eligible for FMLA leave?
• An employee asks for intermittent leave, but has exhausted his FMLA leave time, and seems, more often than not to “need” time off on Fridays and Mondays? Do you have to allow intermittent leave under these circumstances: Is it leave abuse? What can you do about it?
• An employee was injured on the job, has refused light duty work and insists s/he needs time off from work. Do you have to agree to it?
• In order to prevent abuse of intermittent leave for claimed medical treatment, your company would like to institute a policy that employees must provide a doctor’s note that s/he is fully healed. Is that legal?
• If you answered 'I'm not sure' or 'I don't know' to even one question, then you need to attend this program to keep yourself and your organization out of FMLA/ADA and Workers Comp trouble.
• Don't just assume that you're doing it right or that you know enough to get by. Get a true understanding of the law and be confident that your organization and its policies are fair, compliant and consistent.

Areas Covered in the Webinar:

Defining Leave Abuse;

Common Ways Employees Abuse Leave Time;

Determining Eligibility;

Using eligibility criteria, Certifications, notice requirements and call-in procedures to manage leave;

Documentation;

Reasonable Accommodations under the ADA/ADAAA;

Alternatives to leave as tools for curbing FMLA Abuse;

Investigations of Suspected Leave Abuse;

Intermittent leave;

Leave and COVID concerns;

Legal Defenses;

Other Tools for Curbing Leave Abuse;

Who Will Benefit:

• H.R. Managers and Directors
• Leave Administrators
• Benefits Administrators
• Business Owners
• CEO’s
• Senior Managers
• Front-Line and Middle Managers