Untangling the FMLA, ADA and Workers Compensation Overlap

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Duration : 90 min


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Family Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) laws are already extremely confusing. Add Workers’Compensation into the mix and it becomes one of the most difficult responsibilities an employer must handle. Employers need to understand the multitude of leave laws, how they intertwine and appreciate their delicate interaction.

It is crucial that employers ensure compliance with these laws, as violations can cause expensive fines, penalties, and litigation;such as lost wages, back pay, reinstatement, retroactive benefits, compensatory damages and punitive damages. Additionally, failure to understand how these laws work together can cost an employer significant money in workdays lost,temporary help costs and overtime pay.

The best way to handle the interaction of these laws is to first, understand the laws, and second, know when each law is initiated and exactly what each one requires. For example, some leaves may only involve one of the laws. Other leaves may implicate two of these laws. Some leaves may trigger all three laws. Once an employer understands when each of these laws applies and what they require, it will be simpler to navigate their interaction.

In this information packed 90-minute webinar, you will learn how to apply these laws.

Learning benefits with trivia questions:

·  A full-time production worker has exhausted his FMLA allotment and it appears he will not be returning to work. How do you handle this?

·  How do employers recognize an accommodation request and how should they respond?

·  Jane is given a modified work scheduled as an accommodation, i.e. from full-time to part-time hours. Does the employer have to maintain Jane’s full-time pay and benefits?

·  An employee becomes easily fatigued because of lupus. He requests a stool to sit on, which will slow down production. What do you do?

·  Kevin injured his leg and ankle while working on his roof at home. He requests to work from home as an accommodation. Are you required to allow this accommodation?

·  You are considering allowing an accommodation for an employee, however you are concerned about setting a precedent. What do you do?

·  An employee comes to work and gives you a note from his physician stating he was injured on the job three (3) months ago. What do you do?

Key focus of the Conference:

·  Family and Medical Leave Act (FMLA) overview

·  Intermittent and reduced schedule leave

·  ADA Overview

·  The Interactive Process

·  Essential functions versus non-essential functions

·  Determining accommodations and hardships

·  Why do we care about ADA and FMLA overlap

·  Howto deal with FMLA, ADA, and Workers Comp. overlap

·  FMLA,ADA, and Workers Comp. leave comparisons

·  How the FMLA, ADA, and Workers Comp. leave interacts with other leaves, i.e. sick leave, vacation, PTO, etc.

Who should attend this Conference:

·  Human Resource (HR) Professionals

·  Payroll Professionals

·  Risk Managers

·  Healthcare Information Officers

·  Healthcare Counsels

·  Finance Professionals/Managers

·  Risk Managers

·  Directors, VPs& CFOs

·  Business Owners

·  HR Consultants and Representatives

·  Compliance Officers

·  Anyone who is responsible for administering FMLA, ADA, FLSA


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At Skillnotch we know that ongoing education cannot be time bound. We are widely aware of the need for accurate, conducive and up-to-date information that influences your business and clients.

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