When employees are on leave, the rest of the team often feels the strain, and employers may suspect that some leave is not genuine or not even covered. This 120-minute leave abuse webinar shows how to reduce your exposure to abuse of family and medical leave under the FMLA, ADA and workers' comp.
You'll compare a serious health condition under the FMLA with a qualified individual with a disability under the ADA/ADAAA, use medical inquiries to determine coverage, and review notice and reinstatement requirements under both laws.
The session also covers intermittent leave requests, terminating an employee who has used up FMLA leave without violating the ADA, documentation and meeting guidelines, case law and best practices.
WHY SHOULD YOU ATTEND?
Suspected leave abuse is a major concern for many employers, but acting on suspicion without understanding the law can create bigger problems. This session builds on a working knowledge of FMLA, ADA and workers' comp leave and focuses on how to curb abuse lawfully, including issues specific to health care, pharma and life sciences.
It suits executives, managers, supervisors, HR, benefits, risk and finance staff, business owners, HIPAA and privacy officers and healthcare counsel.
AREA COVERED
- Intermittent leave requests under the FMLA and ADA/ADAAA
- Terminating an employee who has exhausted FMLA leave without violating the ADA/ADAAA
- Documentation and meeting guidelines
- Case law and emerging issues
- Best practices
- Issues of particular concern to health care, pharma and life sciences businesses
LEARNING OBJECTIVES
- Distinguish an FMLA serious health condition from an ADA/ADAAA qualified individual with a disability
- Use medical inquiries to determine coverage under each law
- Meet notice requirements under the FMLA and ADA/ADAAA
- Apply reinstatement requirements under both laws
- Recognize situations where the FMLA and ADA/ADAAA overlap
WHO WILL BENEFIT?
- Executives
- Managers and Supervisors
- Risk Managers
- Benefit Specialists
- Supervisors
- Business Owners
- General Managers
- Controllers/ CFOs / Financial Managers
- Human Resource Managers / Administration
- HIPAA Officers
- Privacy Officers
- Health Information Managers Healthcare Counsel/Lawyers
- Office Managers
Suspected leave abuse is a major concern for many employers, but acting on suspicion without understanding the law can create bigger problems. This session builds on a working knowledge of FMLA, ADA and workers' comp leave and focuses on how to curb abuse lawfully, including issues specific to health care, pharma and life sciences.
It suits executives, managers, supervisors, HR, benefits, risk and finance staff, business owners, HIPAA and privacy officers and healthcare counsel.
- Intermittent leave requests under the FMLA and ADA/ADAAA
- Terminating an employee who has exhausted FMLA leave without violating the ADA/ADAAA
- Documentation and meeting guidelines
- Case law and emerging issues
- Best practices
- Issues of particular concern to health care, pharma and life sciences businesses
- Distinguish an FMLA serious health condition from an ADA/ADAAA qualified individual with a disability
- Use medical inquiries to determine coverage under each law
- Meet notice requirements under the FMLA and ADA/ADAAA
- Apply reinstatement requirements under both laws
- Recognize situations where the FMLA and ADA/ADAAA overlap
- Executives
- Managers and Supervisors
- Risk Managers
- Benefit Specialists
- Supervisors
- Business Owners
- General Managers
- Controllers/ CFOs / Financial Managers
- Human Resource Managers / Administration
- HIPAA Officers
- Privacy Officers
- Health Information Managers Healthcare Counsel/Lawyers
- Office Managers