• Key terms and definitions
  
• Who's covered and why
  
• Employee Eligibility And Leave Entitlement
  
• Paid and unpaid leave options
  
• Intermittent and reduced-schedule leaves
  
• Special rules for school employees
  
• Employer posting requirements
  
• Notifications
  
• Communicating with employees who are out of work
  
• Medical Certifications
  
• Fitness-for-duty testing
  
• Return-to-work options
  
• FMLA job and benefits restoration
  
• Tracking leave
  
• Ending Leave
  
• Recovering benefits costs incurred during FMLA leave
  
• RIFs involving protected employees
  
• Documentation strategies that protect your organization

• Various case studies on eligibility and administrative requirements

• Key terms and definitions
  
• The laws protecting disabled individuals from discrimination
  
• Who's covered and why
  
• Employment practices that are prohibited by the ADA
  
• Employer posting requirements
  
• Identifying Essential Job Functions And Qualified Individuals
  
• Reasonable Accommodations
  
• Job restructuring or additional training
  
• Medical exams
  
• Confidentiality of medical information
  
• Confidentiality in accommodations
  
• Responding when an individual refuses an offered accommodation
  
• Modifications
  
• Light or modified duty
  
• Collective Bargaining Agreements

• Determining what is a substantial limitation to a major life activity
  
• Analyzing reasonable accommodation requests

• Workers' Compensation
  
• State family leave and paid family leave laws
  
• State laws for jury duty, voting, bereavement, school activities, vacation, and more
  
• Pregnancy leave and accommodation
  
• Military leave
  
• Wellness plans
  
• Distinguishing between an FMLA "serious health condition" and an ADA "disability"
  
• Managing the interplay between leave requirements under the ADA and FMLA
  
• Handling Workers' Comp claims that have ADA and FMLA ramifications
  
• When you can run leave times concurrently under FMLA and workers' comp
  
• Coordinating case management
  
• Options for refilling positions while an employee is out
  
• Strategies For Reducing Absenteeism And Impacts To Productivity

• Various case studies on overlapping leave and disability law dilemmas

• Determining what constitutes a "disability" under ADA
  
• Navigating the perplexing reasonable accommodation discussion
  
• Determining reasonable accommodations and undue hardships
  
• Employer coverage and employee eligibility under the FMLA
  
• Obtaining proper medical certifications to ensure employee entitlement to leave
  
• Managing intermittent and reduced-schedule leave
  
• Reducing the risk of litigation with employees on leave
  
• Minimizing absenteeism and productivity challenges
  
• GINA's prohibition on acquiring genetic information, and it's mandatory notice and recordkeeping requirements

Day 1: 8am - 4pm
Day 2: 8am - 4pm
Day 3: 8am - 4pm