When does a request for leave trigger FMLA? When is an employer required to provide accommodations under ADA or PWFA? How does Title VII’s ban on discrimination intersect with pregnancy, disability, or religious accommodation requests? And what happens when multiple laws apply at once?

Figuring out how to navigate and comply with the Americans with Disabilities Act can be difficult in itself. So, when FMLA or Workers’ Compensation is also involved, confusion about how each law applies is understandable.

There are a number of misconceptions about the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and workers' compensation, including:

ADA

Some people think that the ADA is misused by people with vague complaints or diagnoses. However, the ADA requires employers to make reasonable accommodations for qualified individuals with disabilities, unless doing so would cause undue hardship.

FMLA

Some people think that employees must explicitly request FMLA leave. Others think that employers can deny reduced schedule or intermittent leave if it's disruptive to the workplace. However, the FMLA allows workers time off for family or health reasons that constitute a serious health condition.

• Learn the differences between the FMLA, ADA, and Workers' Compensation requirements
• Learn how the reasonable accommodation interactive process can help navigate the ADA regulations
• Learn how FMLA can overlap with the ADA
• Learn how the Workers' Compensation Insurance has its own requirements in the workplace
• Learn how to provide a summary of the various types of federal, state and local employee leave and disability laws that may be in play when an employee (or their family member) requires time away for medical reasons
• Learn how these laws will commonly overlap and interact
• Learn the challenges faced by multi-state employers in administering disability and leave laws
• Learn the highlights, common pitfalls, and misconceptions that may increase the risk of employer liability
• Title VII of the Civil Rights Act.
• Learn how to mitigate these regulations and avoid the legal landmine it represents.

The implication of violating federal regulations can result in huge fines, penalties, and even criminal sanctions. Mitigating these regulations can be a legal landmine and have workplace compliance. This training will provide the necessary tools and resources to navigate these regulations and be clear about the compliance expectations.

• All Employers
• Business Owners
• Company Leadership
• Compliance professionals
• HR Professionals
• Managers/Supervisors
• Employers in all industries

During the Q&A session following the live event, ask a question and get a direct response from our expert speaker.

Important Notice for Our “Live” Attendees: If you have enrolled in the “Live Webinar,” you will get your instruction kit before 24 hours of the live class.

For Recorded and E-transcript Participants: If you have signed up for the “Recorded” class or for the “E-transcript,” you will get access to the “Recording link” or the “PDF” within 24-48 hours of the live class.

SPEAKER

MARGIE FAULK

LinkedIn Profile

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Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for Federal Defense Contracting Industry, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.

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