DUBLIN--(BUSINESS WIRE)--Research and Markets has announced the addition of the "When FMLA ends, ADA begins: The FMLA/ADA Crossover: Coordination, Management, and Compliance Strategies" webinar to their offering.
Do you refrain from terminating employees because you are concerned about running afoul with either the FMLA or ADA and do not want a lawsuit? This interactive virtual workshop will help you understand when and how you can have confidence to terminate employees if they are not complying with notification and intermittent leaves as they relate to both FMLA and the ADA. Learn when enough is enough, and how to clearly document the process to avoid costly lawsuits.
The FMLA has challenged both experienced and new HR professionals since it became law. Recent changes to the FMLA and the ADAAA have increased this confusion. Understanding the various leaves that run concurrently and/or consecutively, and navigating the compliance maze adds a level of complexity that boggles the most seasoned professional. 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.
Introducing simple compliance strategies will help attendees clearly understand the intent of both the FMLA and ADAAA when considering requests for intermittent and reduced schedule leave that include a request for an accommodation. It is very easy to miss significant opportunities to control the medical absences in your workplace when you are confused about coordinating the differing requirements.
We will discuss the major steps throughout an employee's FMLA leave and then their ADA accommodation. We will then point out the significant differences between the FMLA and ADA notification processes 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.
We will review 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. We will cover when and why you should obtain a second opinion and/or a third opinion as well as why it is important to make sure the leave usage is corresponding with what the certificate states should be occurring. Do not let your medical leaves of absence control your work day any longer. Start taking a stand by learning when and how you can take control back.
- Human Resource Managers / Administration
- Risk Managers
- Benefit Specialists
- Business Owners
- General Managers
- Controllers/ CFOs / Financial Managers
For more information visit http://www.researchandmarkets.com/research/9tmnm6/when_fmla_ends