About This Course:
The FMLA and ADA are two of the most complicated laws that HR Managers have to deal with. "Leaves" under the law can be disruptive to workers, supervisors, and co-workers when employees repeatedly take leaves of absence.
But is the employee who consistently is given FMLA leave on Fridays using the law correctly or abusing the system because the employer doesn't manage FMLA correctly?
Employers should be aware - and utilize - laws and strategies to limit use and abuse, but need to do so correctly or risk legal fines and headaches.
Attend this webinar and learn how to avoid the top 10 mistakes that employers make when dealing with the administrative nightmares of FMLA, ADA, and leave of absence issues.
You'll better understand what a "serious health condition" is and how it differs from a "disability", what issues and checklists you need to be aware of before approving a requested leave of absence - and before terminating an employee who has been on such a leave of absence, as well as what the "interactive process" under the ADA requires.What You'll Learn:
Learn how to ensure that you are in compliance with the technical laws, as well as the recent amendments to both the ADA and the FMLA regulations.
- What needs to be included in your FMLA Policy
- What do the revised regulations require
- What is the definition of "serious health condition"
- What FMLA issues you need to address when handling leave of absence issues
- What checklists you should use in determining if an employee is eligible for FMLA leave
- How to accurately track FMLA leave
- How to terminate an employee on a leave of absence without violating the FMLA or ADA
- What needs to be included in your ADA Policy
- What is the definition of "disability" under the ADA
- What is the "interactive process" and what is required by such process
- What is a "reasonable accommodation"
- How to avoid legal liability under the FMLA and ADA when dealing with leave of absence issues