How Do They Work Together—Or Not? : The Complexity & Interplay Among the ADAAA, FMLA, and Workers' Comp (WC)

Posted By : User Ref No: WURUR33029 0
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  • TypeWebinar
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  • Location Aurora, Colorado, United States
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  • Date 23-05-2019
How Do They Work Together—Or Not? : The Complexity & Interplay Among the ADAAA, FMLA, and Workers' Comp (WC), Aurora, Colorado, United States
Webinar Title
How Do They Work Together—Or Not? : The Complexity & Interplay Among the ADAAA, FMLA, and Workers' Comp (WC)
Event Type
Webinar
Webinar Date
23-05-2019
Last Date for Applying
23-05-2019
Location
Aurora, Colorado, United States
Organization Name / Organize By
Training Doyens
Organizing/Related Departments
Cross Industry Functions
Organization Type
Organization/Company
WebinarCategory
Both (Technical & Non Technical)
WebinarLevel
All (State/Province/Region, National & International)
Related Industries

Education/Teaching/Training/Development

Business Development

Administration/Management

Employment/Jobs/Recruitment

Medical/Healthcare/Hospital

Location
Aurora, Colorado, United States

OVERVIEW

Challenges - It’s confusing isn’t it?

How are we supposed to keep it all straight when there are times when the legal requirements of both Family Medical Leave Act (FMLA) and the American Disabilities Act Amendment Act (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

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 complexity & interplay among the ADAAA, FMLA, Workers' Comp (WC) are confusing to many HR professionals and this webinar will help decipher the complexities.

AREAS COVERED

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 webinar will separate the three laws and examine how each law applies to work situations.

LEARNING OBJECTIVES

  • 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 American Disability Act Amendment Act (ADAAA) or state laws
  • 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 accommodation under the ADAAA
  • To describe essential documentation guidelines to prevent liability
  • To outline best practices when conducting the legally required interactive process when determining an accommodation under the ADAAA
  • To clarify a physical or mental impairment that limits major life activity based on the ADAAA
  • To discuss the criteria for essential job functions
  • To determine if and why you need more medical opinions
  • To judge WC/ADAAA light duty restrictions while keeping FMLA intermittent and reduced scheduled leave viable

WHO WILL BENEFIT

This webinar is for all industries so identifying specific job titles is not realistic. That said, the following general job titles should attend:

  • VP of HR
  • All HR directors, managers, and generalists
  • Supervisors
  • Managers
  • Director of Risk Management

 

Use Promo Code MKT10N and get flat 10% discount on all purchases

For more detail please click on this below link:

http://tinyurl.com/yxb5ecfo

Email: [email protected]

Toll Free: +1-888-300-8494

Tel: +1-720-996-1616

Fax: +1-888-909-1882

 

 

 

Others Details

Understand the complexity & interplay among the ADAAA, FMLA, Worker’s Comp (WC) and how to determine which law holds effective under which situation. Also know how to avoid penalties and fines.

Registration Fees
Available
Registration Fees Details
Live Session for one participant $159 Corporate Live Session Group – Max 10 Participants from one location. $449 Recorded Session Get unlimited access to the link for six months $199 Training DVD or USB Flash Drive MP3 files, PDF presentation and reference manual will be delivered on a CD $379 Super Combo Offer 1 Live and Recorded webinar $289 Super Combo Offer 2 Live and Training CD $429
Registration Ways
Email
Phone
Website
Other
Address/Venue
  Training Doyens 26468 E Walker Dr,Aurora, Colorado  Pin/Zip Code : 80016-6104
Landmark
CO
Official Email ID
Contact
Training Doyens

Training Doyens 26468 E Walker Dr,Aurora, Colorado

[email protected]

   +1-720-996-1616    Fax No: 80016-6104