This 3-hr training will show how you can deal with an employee who suffers from an on the job injury and his/her leave requirements trigger rights under the FMLA and the newly amended ADAAA. You will learn when you can terminate this individual, if ever and make sure you are complying with all legal requirements when it appears that compliance with one law may mean violating the other.
Attend this 3-hr virtual workshop to learn how you can navigate these murky challenges and be legally compliant while doing it.
Why Should You Attend:
One of the most difficult task facing human resource professionals today is how to deal with the employee who suffers from an on the job injury and his/her leave requirements trigger rights under the Family and Medical Leave Act and the newly amended Americans with Disabilities Amendments Act. Some companies have policies that require termination after an individual has been on leave for a period of time. Yet, the EEOC says such policies may be illegal under the ADAAA. Yet, every human resource professional must face the inevitable question of whether a person on leave should be removed from the payroll. It is frustrating, however, when the time has come only to find out that the time out wasn’t properly designated.Attend this 3-hr virtual workshop to learn how you can navigate these murky challenges and be legally compliant while doing it.
Areas Covered in the Webinar:
- The basic of workers' compensation and why it may trigger rights under the Family and Medical Leave Act.
- When is a workers' compensation injury a “serious health condition” under the Family and Medical Leave Act?
- When is a workers' compensation injury a disability under the Americans with Disabilities Act?
- When the ADAAA may require you to offer light duty as an accommodation?
- When the ADAAA may require you to extend leave requirements beyond state workers' compensation laws or beyond FMLA?
- How to get the medical information you need without violating GINA, FMLA, and the ADAAA?
- How what you say in documentation can hurt you in court - are you using the word “disability” interchangeably? Why it has different meanings depending on the law?
- When is an employee entitled to a notice under COBRA?
Who Will Benefit:
- Senior HR Professionals
- HR Analysts
- HR Mangers & Directors
- HR Personnel
- Managers & Supervisors
- Employee Relations Professionals
- In-house Counsel
- Directors, Vice Presidents & Managers of Recruiting/Retention
- Directors, Vice Presidents & Managers of Human Resources
- Employment Managers/Specialists
- HR Coordinators/Supervisors
Course Provider
Susan Fahey Desmond,
