Attend this webinar to gain a clear understanding of the Americans with Disabilities Act (ADA), The Family and Medical Leave Act of 1973 (FMLA), and Workers’ Compensation laws and how they interact with each other. Learn how to incorporate that information into company policies and develop the ability to communicate those policies to employees.
The interplay of the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and Workers’ Compensation laws has been referred to as the “Bermuda Triangle of employment law.” It’s imperative for employers to recognize and understand the interplay of the ADA, FMLA and Workers’ Compensation laws. Employers have legal responsibilities to comply with these laws or face significant violations for noncompliance. Employers have ethical and moral responsibilities to ensure employees receive the benefits and protections these laws provide.
Each of these three laws have different purposes. The ADA prohibits discrimination. The FMLA sets minimum leave standards. Workers’ compensation laws provide for payment of compensation and rehabilitation for workplace injuries and minimize employer liability. Participating in this webinar will provide participants with a clear understanding of each of these laws and how they interact with each other, incorporating that information into company policies, and the ability to communicate those policies to employees.
Legal compliance can get confusing when some legal regulations seemingly overlap or even seem almost contradictory to implement. This is the case when the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and Workers’ Compensation intersect. The intersecting of these three laws is complicated and open to problems if not handled correctly. ADA, FMLA and Workers’ Compensation have different goals and protections for employees, yet all three have provisions that may require an employer to give job-protected time off when the right circumstances are met.
It’s essential for employers to understand Federal and State laws with respect to these three laws in order to be compliant.
The majority of unscheduled and scheduled absences are related to the illness of employees or their family members. Under those circumstances, one, both, or all three of these laws may be involved. Violations of these laws may result in lost wages, back pay, reinstatement, retroactive benefits, compensatory damages, and punitive damages. In addition to employers’ legal responsibilities, employers also have moral and ethical responsibilities to ensure employees receive the benefits and protections these laws provide.Areas Covered in the Webinar:
President, Advantage HR Consulting
Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in HR consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various training firms across the country.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
The Americans with Disabilities Act (ADA) prohibits discrimination against applicants and employees who are “qualified individuals with a disability.” The Family and Medical Leave Act of 1973 (FMLA) sets minimum leave standards for employees for the birth and newborn care of a child, placement of a child for adoption or foster care, to care for an immediate family member with a serious health condition, and for the employee’s serious health condition. And Workers’ Compensation provides for payment of compensation and rehabilitation for workplace injuries and assists in minimizing employer liability. While these individual policies are relatively straight-forward in their application in the workplace, understanding how these three laws intersect can be quite confusing.
Registrants may cancel up to two working days prior to the course start date and will receive a letter of credit to be used towards a future course up to one year from date of issuance. HRTrainingAlert would process/provide refund if the Live Webinar has been cancelled. The attendee could choose between the recorded version of the webinar or refund for any cancelled webinar. Refunds will not be given to participants who do not show up for the webinar. On-Demand Recordings can be requested in exchange.
Webinar may be cancelled due to lack of enrolment or unavoidable factors. Registrants will be notified 24hours in advance if a cancellation occurs. Substitutions can happen any time.
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