When FMLA ends and ADA begins. The FMLA/ADA Crossover:

When FMLA ends and ADA begins. The FMLA/ADA Crossover:

 

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About The Event

This 90-minute training will assist you in understanding the complex interaction between FMLA and ADA (AA) as it relates to intermittent leave requests with an underlying accommodation. In addition, we will clarify and discuss strategies for managing the transition from FMLA to ADA, concurrent ADA compliance requirements when designating FMLA, and the significant differences between the compliance requirements.

This webinar provides an overview of areas in which the biggest mistakes are made. It is an opportunity for HR and Payroll professionals to learn strategies for consistent application of compliance regulations. We will cover the significant differences between the FMLA and ADA notification process and the medical certification documentation required to determine eligibility for leave. We will also explain the difference between notification, required documentation and the confirmation of your company’s ability to accommodate without undue hardship. This webinar will introduce simple compliance strategies, to help you clearly understand the intent of both the FMLA and ADAAA when accommodating requests for intermittent leave that include a request for an accommodation.

We will also discuss these aspects as they apply to intermittent FMLA, ADA accommodation requests, and Workers’ Compensation light duty as it relates to the need to obtain medical documentation under both the FMLA and the ADAAAA.

Areas Covered:

  • Clarification of employee notifications as they apply to both FMLA and ADAAA in an intermittent and reduced schedule leave environment.
  • Explanation on how to respond to intermittent leave requests that include a potential or specific ADA accommodation.
  • How to respond to ADA / Workers’ Compensation light duty restrictions as they relate to FMLA intermittent and reduced schedule leave.
  • Documentation guidelines that will help your company stay out of court and/or avoid settling claims.
  • When to hold a good faith meeting and how to document the process.
  • What notification is required at various timelines in the FMLA / ADA leave and accommodation process.
  • Medical releases to obtain additional data outside of the FMLA medical certification.
  • When you can terminate an employee who has exhausted their FMLA benefits without running afoul with the ADAAA
  • Specific case studies will be evaluated to illustrate various scenarios that can cause confusion and leave a company open to potential litigation.

For Registration: 

http://www.complianceonline.com/ecommerce/control/trainingFocus/~product_id=702211?channel=meraevent