How are we supposed to keep it all straight when there are times when the legal requirements of both FMLA and the ADAAA are similar, yet at other times one law contradicts another? We find that we can’t comply with both laws at the same time, so which one takes precedence over the other?
And where does WC come in? To complicate matters even more, WC is a state law, while FMLA and ADAAA are federal laws, and there are other state civil rights laws that also impact FMLA and the ADAAA. Consider that an injury under WC may also be a “serious health condition” under FMLA. State laws may differ from federal laws by covering additional health conditions, may apply to small organizations, or may cover situations in which the federal laws have no say such as domestic abuse.
As HR, we have the responsibility of sifting through these laws to ensure that we comply with each law that provides the best benefit to our employees. These laws provide entitlements to our employees which means they are not considered an optional benefit.
So, even if you fail to apply the law to your employee, they can claim protection anyway. For example, if you fail to provide appropriate leave under FMLA, that does not remove the employee’s right to a job-protected leave. The ultimate goal of all three laws is to assist the employee to return to work.
Why Should You Attend:
Ensuring compliance with FMLA can be frustrating for many HR professionals who are uncomfortable with the Act. This leads to litigation. Then, to add the ADAAA legal requirements adds to the confusion which can also lead to discrimination under civil rights law. Sometimes sprinkled in with FMLA and the ADAAA is WC – the nexus among the three legal requirements, especially as it relates to leave, medical certification, and getting the employee back to work as quickly as possible, can be daunting. This ADAAA and FMLA training for HR professionals will separate the three laws and examine how each law applies to work situations.
Areas Covered in this Webinar:
This webinar by speaker Dr. Susan Strauss will discuss financial-costs related to absenteeism, turnover, liability based on civil rights laws, and costs related to investigations.
To review the intricacies of how WC, ADAAA, and WC intersect to provide employees’ coverage under these acts
To discuss the challenges in terminating an employee after they have expended their FMLA benefits without ignoring their rights through the ADAAA or state laws and ensuring workers compensation compliance
To identify steps to follow when an employee fails to provide the requested and required medical certification
To explain the process in responding to an intermittent leave request that may include a potential ADAAA accommodation
To describe essential documentation guidelines to prevent liability
To outline best practices when conducting the legally required interactive process when determining an accommodation
To clarify a physical or mental impairment that substantially limits one or more major life activities based on the ADAAA
To discuss the criteria for essential job functions
To determine if and why you need a second or third medical opinion
To judge WC/ADAAA light duty restrictions while keeping FMLA intermittent and reduced scheduled leave viable
To identify the top ten FMLA leave mistakes
Who Will Benefit:
The webinar addresses laws that HR is responsible for upholding. When the laws are not followed, it increases the liability for the organization and interferes with a fair and equitable work environment for employees. The interplay among Workers’ Comp, ADA, and FMLA is confusing to many HR professionals, this webinar will help decipher the complexities.
Dr. Susan Strauss RN Ed.D., has worked as a registered nurse (RN) in a variety of nursing specialties. She has also been the director of healthcare quality improvement, director of education and development, and held other healthcare leadership roles.
One of Dr. Strauss’s areas of expertise is with bullying and harassment in healthcare- working as an expert witness for lawsuits, training, and conducting investigations. She researched physician abuse to RNs in the OR to determine if the abuse varied based on the gender of the nurse.
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