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.
