HOW TO DRAW THE LINE WITH THE FMLA, ADA AND MORE
When is enough … enough? It's a question that troubles most employers and HR professionals when dealing with accommodations.
At what point have you done enough to offer extra leave, revised job tasks, altered workstations or modified schedules? When must you say “yes” to such accommodations? When can you say “no”? When is it legal to say goodbye to the employee?
On November 16, discover precisely how to navigate this dangerous legal line at the Employee Accommodations Workshop. This comprehensive 3-hour training workshop covers all your legal compliance obligations under the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA) and the complex maze of other related laws. Learn practical, important compliance advice like:
- A step-by-step process to discuss and document employee accommodation requests
- The difference between FMLA leave and ADA “reasonable accommodations” for health issues
- How to draft “essential functions” into your job descriptions
- When you must accommodate workers who want to go (or stay) remote
- When you can legally say “no” to accommodations requests—and when it’s time to terminate
Dealing with accommodations (both medical and mental health-related) are some of the toughest employment law issues that your organization faces. This training provides a real-life roadmap so you can confidently know when it’s time to accommodate, and when it’s time to terminate.
Everything you need to know about employee accommodations in one convenient 3-hour session. Over the course of the afternoon, learn how to recognize and respond to all different kinds of accommodation requests.
Starting at the very beginning with an overview of the laws that require employers to reasonably accommodate employee needs. Learn about the FMLA, the ADA, religious accommodations and more.
- What’s meant by a “reasonable accommodation” under each law
- Balancing employee rights to accommodation against operational needs, costs and other factors
- Setting up a legal “interactive process” to discuss accommodations
- When to revisit accommodations and terminate without triggering a lawsuit
Family and Medical Leave Act Compliance
The FMLA is almost 30 years old, but it’s still causing big-time confusion for employers. Discover how to determine eligibility and set your calendar year, and when you can say “enough is enough.”
Americans with Disabilities Act Compliance
The ADA requires employers to make “reasonable accommodations” so disabled workers can perform the essential functions of their jobs. But what’s reasonable … and where can you draw the line?
- How to set up and document the ADA interactive process
- How to choose the right accommodation for your company—even if it’s not what the employee prefers
- When to revisit an accommodation that’s not working and when unpaid time off is required
- How remote work is the hottest accommodation—and when it must be offered
When You Can Say ‘Enough’
Accommodations aren’t an open-ended employee right. Poor performance or FMLA abuse is not acceptable. In some cases, just say “no” or draw a legal line on the amount of leave or other accommodations. But the rules are tricky.