The Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) are two of the most complicated employment statutes. Unfortunately, when one is complying with one of these acts, they may be violating the other. To make it even more complicated, state workers' compensation laws can also interact with these statutes, and you may increase your workers' compensation exposure if you do not handle the FMLA/ADA accurately. And, of course, then employee benefit issues kick in — when can you stop group health insurance, when does long term disability kick in?
LEARNING OBJECTIVES
- Which medical conditions trigger the FMLA and the ADA?
- When can you require employees to utilize paid time benefits when workers' compensation is involved?
- When can you terminate group health benefits?
- When is it time to terminate for an employee failing to return to work?
- When are you required to offer long term leave after the FMLA is exhausted?
- What are the dangers of inflexible leave policies?
- When does LTD come into play?
WHO WILL BENEFIT?
- HR Professionals
- Payroll & Benefits Administrators
- Supervisors & Managers
- Compliance Officers
- Risk Management & Safety Officers
- In-House Counsel & Employment Attorneys
- Business Owners & Executives
- Which medical conditions trigger the FMLA and the ADA?
- When can you require employees to utilize paid time benefits when workers' compensation is involved?
- When can you terminate group health benefits?
- When is it time to terminate for an employee failing to return to work?
- When are you required to offer long term leave after the FMLA is exhausted?
- What are the dangers of inflexible leave policies?
- When does LTD come into play?
- HR Professionals
- Payroll & Benefits Administrators
- Supervisors & Managers
- Compliance Officers
- Risk Management & Safety Officers
- In-House Counsel & Employment Attorneys
- Business Owners & Executives
