When FMLA ends and ADA begins. The FMLA/ADA Crossover: Coordination, Management, and Compliance Strategies 2013
22 Jan 2013
Webinar
Key Topics
Explanation on how to respond to intermittent leave requests that include a potential or specific ADA accommodation
Clarification of employee notifications as they apply to both FMLA and ADAAA in an intermittent and reduced schedule leave environment
Documentation guidelines that will help your company stay out of court and/or avoid settling claims
How to respond to ADA / Workers’ Compensation light duty restrictions as they relate to FMLA intermittent and reduced schedule leave
What notification is required at various timelines in the FMLA / ADA leave and accommodation process
When to hold a good faith meeting and how to document the process
When you can terminate an employee who has exhausted their FMLA benefits without running afoul with the ADAAA
Medical releases to obtain additional data outside of the FMLA medical certification
Specific case studies will be evaluated to illustrate various scenarios that can cause confusion and leave a company open to potential litigation
Who should Attend
Risk Managers, Human Resource Managers / Administration, Supervisors, Benefit Specialists, General Managers, Business Owners and Controllers/ CFOs / Financial Managers.
Past Events
When FMLA ends and ADA begins. The FMLA/ADA Crossover: Coordination, Management, and Compliance Strategies 2013 - 22 Jan 2013, Webinar (24689)
When FMLA ends and ADA begins. The FMLA/ADA Crossover: Coordination, Management, and Compliance Strategies 2026
Important
Please, check "When FMLA ends and ADA begins. The FMLA/ADA Crossover: Coordination, Management, and Compliance Strategies" official website for possible changes, before making any traveling arrangements
