It’s Webinar Time!
When managing an employee with a medical condition, the issues involved regularly implicate the FMLA or ADA — or both. Using interactive case studies, we will address critical FMLA and ADA compliance considerations when dealing with the most difficult employee leave and accommodation scenarios.
Please join us on Thursday, November 12 (12:00 – 1:15 p.m. central time) for “Where ADA and FMLA Overlap: Leaves, Accommodations and Headaches, Oh My!” I will be joined by Sara Elder, (Division Vice President, Fair Employment & Compliance, for Sears Holdings Management Corporation) and Matt Morris (Vice President at ComPsych).
And the best part? It’s FREE!
During the webinar, Sara, Matt and I will highlight the most difficult FMLA/ADA overlap issues employers face and identify practical solutions to help employers stay compliant. Among other topics, we will address:
- Requests that implicate the FMLA and ADA and whether leave and/or workplace accommodations are necessary
- Employee requests for a “less stressful position” – is it an FMLA or ADA issue?
- Examine the roles of HR and managers and provide tools and best practices for effective communication during the leave management and accommodation processes
- ADA Intermittent leave!?! Do we have to?
- When discussing “reasonable accommodations,” what does “reasonable” mean? Reasonable to whom?
- The age old question: When FMLA ends, how much additional leave must an employer provide before terminating the employee?
This session promises to be practical and fun. As has become our custom, we might even throw in a Thanksgiving tune to finish things off.
This program has been submitted to the HR Certification Institute for review. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Illinois MCLE credit also will be available to attorneys attending the program. For attorneys in states other than Illinois, we will provide proof of attendance, but CLE credit will be governed by your particular state’s rules.
Looking forward to dining on FMLA and ADA with you.