*Compliance *Paid v Unpaid *Performance Management *Complaints *Communication *Consistency

• Understand How To Create An Integrated Medical Leave And Accommodation Management System Approach To FMLA/CFRA, ADA, NPL, CFRA BB, NPL, Pregnancy Disability, Workers’ Compensation, Company Policies, MOU’s, And Union Contracts
• Learn How To Effectively Maneuver The Transition From FMLA/CFRA, FMLA/PDL, To ADA/FEHA.
• Create a Strategy To Stop Intermittent Leave Abuse Using The Available Tools In The FMLA Regulations– Specifically When An Employee Continues To EXCEED The Approved Medical Leave
• Understand When Leaves Are Paid Versus Unpaid And When Medical Benefits Are Protected
• Grasp The Interactive Good Faith Meeting Process And The Objective Undue Hardship Analysis Strategy And Effectively Implement Clear Procedures For Engaging In, And Documenting The Interactive / Undue Hardship Analysis Process
• Confirm A Step By Step Method For Responding To Employees Who Continue To Extend Their Leaves Of Absences.
• Understand What A Qualified Individual With A Disability Means
• Effectively Manage The Performance Related Issues For Protected Employees, Confirm With Employees And Supervisors, That The Essential Functions Of The Job Are Being Performed With The Accommodation.
• Recognize When To Investigate Complaints From Employee’s Protected Under These Regulations, And How To Retroactively Review Suspensions, Terminations, And Performance Write Ups.
• Master The Details Of When, What On How To Document The Integrated Medical Leave And Accommodation Management Process 

The FMLA and ADA have challenged both experienced and new HR professionals since they became law. Recent changes to the FMLA and the ADAAA have increased this confusion, as well as when you add pregnancy disability related issues and Workers’ Compensation. This workshop provides an overview of areas in which the biggest mistakes are made, the tricky transition from FMLA to ADA, concurrent ADA compliance requirements when designating FMLA, and the significant differences between the compliance requirements.

We will also provide strategies for avoiding the most common mistakes made when responding to the complex interaction between FMLA and ADA (AA) as it relates to intermittent leave requests, and unpredictable leave accommodations. 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? LMS will show you have to transition these tricky waters and avoid litigation.

This interactive workshop will help you understand when and how you can have confidence to terminate employees when 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.