Investigating ADA, FMLA and Workers’ Comp Abuse
How to identify, investigate and prevent fraud while staying legally compliant
As an employer, you’re required to provide leave and accommodations under the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA) and workers’ compensation regulations, if the employee qualifies.
That part is straightforward. But what happens when you suspect an employee is abusing the system? What if someone claiming an injury is spotted on a skiing trip, or an employee using intermittent FMLA is regularly “out sick” on Fridays?
Fraud happens—but proving it is another story. Conducting a proper investigation ensures you can act with confidence, without violating employee rights or exposing your company to retaliation claims.
In this expert-led training, HR leader Suzanne Lucas will teach you how to spot red flags, gather evidence and take the right steps when handling suspicious leave and disability claims. By the end, you’ll have the knowledge to protect your organization while staying fully compliant.
Webinar Agenda
- Who qualifies for leave under ADA, FMLA and workers’ comp? Understand the eligibility requirements to distinguish legitimate claims from fraudulent ones.
- How often does fraud really happen? Learn the common types of abuse and key red flags to watch for.
- How do you challenge a suspicious claim? Get step-by-step guidance on investigating potential fraud while staying within legal boundaries.
- What evidence do you need? Discover the best practices for collecting documentation to support your case and protect your company.
- How to enforce proper certification and verification. Ensure your processes for requesting medical certifications and recertifications are airtight.
- Why job descriptions and call-in procedures matter. Learn how clear policies can prevent abuse before it starts.
- Should you hire an outside investigator? Weigh the benefits and risks of bringing in professional help.
- How to reduce the risk of retaliation claims. Take proactive steps to avoid costly legal backlash.
In this 75-minute online training, you’ll learn how to:
- Identify and challenge suspicious claims with confidence.
- Investigate potential abuse while ensuring compliance and avoiding retaliation risks.
- Strengthen your policies and procedures to prevent fraud before it starts.
Get answers to YOUR questions from presenter…
Suzanne Lucas spent 10 years in corporate HR, where she hired, fired, managed the numbers and double-checked with the lawyers. She left the corporate world to advise people and companies on how to have the best human resources departments possible. Suzanne’s writings have been published at CBS News, Inc. Magazine, Reader’s Digest and many other sites. She’s been named a top influencer in HR. You can read her archives at EvilHRLady.org or check out her TEDx Talk: Forget Talent and Get to Work.
Registration bonuses included:
Everyone who signs up will receive a copy of Employee Handbook Essentials. Whether you’re starting from scratch or simply updating your handbook, this white paper will walk you through a foolproof process and provide 20 customizable sample policies. Take the guesswork out of one of the most important documents for your organization.
You'll also receive one month of exclusive access to The HR Weekly – our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then current rate, unless you tell us "no, thanks" – your choice.
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If Investigating ADA, FMLA and Workers’ Comp Abuse fails to meet your needs in any way, we will refund 100% of your tuition – every penny you paid – but your course materials and registration bonuses will be yours to keep. No hassles, no questions asked.
Professional Recertification Credit Hours Included
Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.
This Program has been pre-approved for 1.25 HR (General) credit hours toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).