When FMLA ends and ADA begins. The FMLA/ADA Crossover: Coordination, Management, and Compliance Strategies

This 90-minute training will assist you in understanding the complex interaction between FMLA and ADA (AA) as it relates to intermittent leave requests with an underlying accommodation. In addition, we will clarify and discuss strategies for managing the transition from FMLA to ADA, concurrent ADA compliance requirements when designating FMLA, and the significant differences between the compliance requirements.

Why Should You Attend:

Do you refrain from terminating employees because you are concerned about running afoul with either the FMLA or ADA and do not want a lawsuit? This interactive Webinar workshop will help you understand when and how you can have confidence to terminate employees if they are not complying with notification and intermittent leaves as they relate to both FMLA and the ADA. Learn when enough is enough, and how to clearly document the process to avoid costly lawsuits.

Areas Covered in the Seminar:

• Clarification of employee notifications as they apply to both FMLA and ADAAA in an intermittent and reduced schedule leave environment.
• Explanation on how to respond to intermittent leave requests that include a potential or specific ADA accommodation.
• How to respond to ADA / Workers’ Compensation light duty restrictions as they relate to FMLA intermittent and reduced schedule leave.

Who Will Benefit:

This webinar will provide valuable assistance to all companies, not-for-profits, school districts, governmental agencies and pseudo governmental agencies. Those that would benefit most would be:

• Human Resource Managers / Administration
• Risk Managers
• Benefit Specialists
• Supervisors
• Business Owners
• General Managers
• Controllers/ CFOs / Financial Managers

Event Details:

Date:              September 25, 2012

Time:              10:00 AM - 11:30 AM PDT

Cost:              $199 per attendee per computer terminal

Registration:  SIgn-Up on-line now.  Add to your shopping cart.