Course Description:
Is your company at risk for non-compliance of FMLA and/or ADA? Is your company a lawsuit waiting to happen?
This 3-day seminar discusses and explains major provisions of FMLA and ADA and provides an outline for untangling the multitude of obligations employers face under the two laws, as well as integration with other leave laws.
The key to untangling ADA and FMLA is to understand the obligations under each statute. Therefore, it is crucial for employers to have at least a basic knowledge of the laws to apply them correctly and avoid litigation.
This comprehensive program includes information packed sessions that provide complete coverage of all aspects of the federally-required FMLA and ADA compliance and best practices. You will learn the practical strategies and procedural recommendations that will enable you to tackle the challenging FMLA and ADA issues you confront everyday!
Why you should Attend:
When employers are not properly prepared for FMLA and ADA issues, companies could face discrimination suits, litigation, settlements, lawyer fees, unplanned expenses, employee turnover, morale issues, and possible negative community image. This FMLA and ADA program can assist companies in maintaining employment law compliance.
Who Will Benefit:
- Business Owners
- COO's, CFO's Managers
- Directors
- HR Representatives
- HR Generalists
- Managers
- Supervisors, etc.
Can You Answer the questions below?
- A Cashier becomes easily fatigued because of lupus; as a result he has difficulty making it through his shift. He requests a stool because sitting greatly reduces the fatigue. What is your response?
- A full-time employee had brain surgery, after months of recovery; she request to report back to work 4 hours per day for the next three months. How do you respond?
- Your job description reads “works alone, may be required to work overtime as long as 4 hours at a time.” A job applicant explains she is a diabetic and has to eat every two (2) hours. What do you do?
- A full-time Production Assistant has exhausted his FMLA allotment and it appears will not be returning to work anytime soon. How do you handle this?
- An employee tells his supervisor, “I am having trouble getting to work at my scheduled time because of my medical treatments that I am undergoing.” What do you do?
- Jane’s husband was seriously injured while serving in the military. Jane has taken 20 weeks of leave, starting on September 1, 2014 to care for him. Jane now has a serious medical condition requiring surgery and rehabilitation. Jane requests 10 weeks of FMLA leave, starting April 15, 2015 for her own serious health condition. What do you do?
- John had prostate surgery. He returned to work and is not 100%. You discuss his low productivity rate with him and eventually put him on a performance improvement plan, yet he is still not meeting production. What do you do?
All of the above questions and more will be answered in this information-packed program! Don’t put your company at risk!
Topic Background:
Both the FMLA and ADA are confusing laws on their own. When there is an overlap between the laws, it can be even more confusing, frustrating, and almost impossible to manipulate. Penalties for non-compliance means companies could face expensive discrimination suits, litigation, settlements, lawyer fees, unplanned expenses, employee turnover, morale issues, and possible negative community image.
Employers deal with multiple obligations under federal, and state laws when employees take time off for illnesses and injuries. Many illnesses and injuries are FMLA serious health conditions as well as covered under the American’s with Disabilities Act. The same employee illness or injury that is a “serious health condition” may also constitute a “disability” and bring with it another obligation under the ADA.
Course Outline:
| Day 1 (8:30 AM – 4:30 PM) | Day 2 (8:30 AM – 4:30 PM) | Day 3 (8:30 AM – 3:30 PM) | ||||
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Family and Medical Leave Act (FMLA)
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Americans with Disabilities Act (ADA)
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ADA and FMLA Best Practices, Plus Compliance with Other Leave Laws and Integration With Other Laws
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Meet Your Instructor
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Vanessa G. Nelson MSA, SPHR, CLRL Ms. Nelson is founder and President of award-winning Expert Human Resources, which she founded to help companies maintain employment law compliance, avoid workplace litigation, reduce costs, and increase revenue. Expert Human Resources has successfully saved businesses hundreds of thousands of dollars and has worked with multiple companies, including: McDonalds, Mass Transportation Authority, Bedford Public Schools, Women’s OB-GYN, and Old Newsboys. Vanessa is a sought after speaker in her industry and has presented Human Resource topics to several well-known organizations including:
Vanessa is a results-oriented Human Resource Expert with a unique background in business management, spanning over 29 years at two major companies. Her expertise includes: Employment laws, job analysis, compensation and market surveys, HR Audits, labor/employee relations, employee handbooks, hiring, workplace investigations, policies and procedures. Ms. Nelson received her Master of Science in Administration/Human Resources Management degree from Central Michigan University, and a Bachelor in Business Management from Northwood University. She holds the Certified Senior Professional in Human Resources (SPHR) credential from the Human Resources Certification Institute, Certified Labor Relations Leader (CLRL) from Michigan State University, and is Six Sigma White Belt certified. |
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Your registration for the seminar is subject to following terms and conditions. If you need any clarification before registering for this seminar please call us @ +1-888-717-2436 or email us @ [email protected]
Payment:
Payment is required 2 days before the date of the conference. We accept American Express, Visa and MasterCard. Make checks payable to MetricStream Inc. (our parent company).
Cancellations and substitutions:
Written cancellations through fax or email (from the person who has registered for this conference) received at least 10 calendar days prior to the start date of the event will receive a refund — less a $200 administration fee. No cancellations will be accepted — nor refunds issued — within 10 calendar days before the start date of the event.
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