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Leave Law Quandary: When to Apply the ADA, FMLA and Workers’ Compensation


July 6, 2017
Recorded Online

1:00 PM Eastern

Nothing can trip HR professionals up as much as the labyrinth of issues created by three key leave laws, which include the Americans with Disabilities Act, the Family Medical Leave Act, and Workers' Compensation. Not only are these laws complicated and legalistic, but also they are difficult to apply correctly. When workers' compensation is involved, the situation can be even more confusing. HR professionals need to know the answers to numerous questions to ensure that the requirements are implemented correctly. What is a “Serious Health Condition” under the FMLA? Who is a “qualified individual with a disability”? When is a worker entitled to worker’s compensation and how does it work when an employee is out on FMLA? What is a reasonable accommodation under the ADA? How does light duty fit into all of this?

Please join Melissa Fleischer as she provides the answers to these and many more questions to help you steer clear of the problems that these three important leave laws can create.

This webinar will provide information on:

  • How to count the 12-month period for FMLA purposes
  • Whether an employer has to provide additional leave even after FMLA as a reasonable accommodation under the ADA
  • What state laws require with regard to worker’s comp insurance
  • Whether worker’s comp entitles the employee to a leave of absence or just compensation for the injury
  • What is a “disability” within the meaning of the ADA
  • Whether a “serious health condition” would be involved when an employee has a work-related injury
  • How to navigate through the quagmire of issues arising from these leave laws
  • And much more!

Continue by clicking on the following link:

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