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FMLA and the ADA: 2017 Critical Issues
This Webinar is over| Date | Sep 18, 2017 |
| Time | 12:00 PM EDT |
| Cost | $179.00 |
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Online
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Overview
The Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA), and as amended by the ADAAA, are critical employment issues that management and supervisors must address. These issues increasingly impact how workers work; when workers work; often, where they work; the conditions under which they work; and when they are relieved from work. They, in effect, often determine the nature and scope of the employer-employee relationship. Thus, the need for continuous review and monitoring by management.
Why should you attend this webinar?
Compliance with FMLA and the ADA and the ADAAA requires: significant monitoring and attention to the changing needs of employees, an ongoing attention to employees' real and perceived illnesses and conditions, and an active compliance with ever expanding court rulings.
For employers, this means an ongoing -- and often expanding -- understanding of the federal FMLA and the ADA. Often, these laws are only a subset of the larger collection of policies. Thus, before the enactment of the FMLA, employers often had to implement state-specific time-off policies for vacation, holidays, sick time, and a variety of personal, religious, and educational reasons. Additionally, many states and the District of Columbia had, prior to the enactment of the FMLA, enacted laws granting leave for family and medical reasons and protecting employees when they took such leave.
The ADA and the ADAAA, as amended, protect qualified individuals from discrimination on the basis of a disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Under these laws, disability discrimination can include not making reasonable accommodations to an applicant or an employee for known physical or mental limitations.
Together these laws provide substantial job protections to employees and represent potential significant liabilities for employers.
Areas Covered in the Session:
This webinar is designed to help organizations provide their management team - including supervisors and managers -with the basic tools and actionable information to enhance the value of employees with disabilities and reduce their exposure to disability related discrimination claims.
But compliance is only: "What is required." Governmental mandates are not the only impetus for evolving leaves of absence programs. In the war for talent and to align their employment policies with their business objectives, organizations regularly promulgate leave programs that attempt to respond to workplace and work force dynamics and often become a component of their "total rewards." Additionally, organizations attempt to design and implement leave programs that have a positive impact on their employment brand and employee retention, enhance employee satisfaction and commitment, and improve productivity. In this environment, FMLA becomes the floor, rather than the ceiling, for leaves of absence programs.
In addition to complying with the ADA and the ADA Amendments Act of 2008, which made significant changes to the definition of "disability" under the ADA and directed the EEOC to make changes to ADA-related regulations, organizations must also comply with the requirements of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits genetic information discrimination in employment, and Section 503 of the Rehabilitation Act of 1973.
Thus, employers face significant compliance and business-related demands. These laws attempt to create a work environment where employees are properly treated and attempts to create a work environment that recognizes workers' needs..
Who can Benefit:
Compliance Key
Phn no: 717-208-8666 Ext:100
email: support@compliancekey.us
The Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA), and as amended by the ADAAA, are critical employment issues that management and supervisors must address. These issues increasingly impact how workers work; when workers work; often, where they work; the conditions under which they work; and when they are relieved from work. They, in effect, often determine the nature and scope of the employer-employee relationship. Thus, the need for continuous review and monitoring by management.
Why should you attend this webinar?
Compliance with FMLA and the ADA and the ADAAA requires: significant monitoring and attention to the changing needs of employees, an ongoing attention to employees' real and perceived illnesses and conditions, and an active compliance with ever expanding court rulings.
For employers, this means an ongoing -- and often expanding -- understanding of the federal FMLA and the ADA. Often, these laws are only a subset of the larger collection of policies. Thus, before the enactment of the FMLA, employers often had to implement state-specific time-off policies for vacation, holidays, sick time, and a variety of personal, religious, and educational reasons. Additionally, many states and the District of Columbia had, prior to the enactment of the FMLA, enacted laws granting leave for family and medical reasons and protecting employees when they took such leave.
The ADA and the ADAAA, as amended, protect qualified individuals from discrimination on the basis of a disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Under these laws, disability discrimination can include not making reasonable accommodations to an applicant or an employee for known physical or mental limitations.
Together these laws provide substantial job protections to employees and represent potential significant liabilities for employers.
Areas Covered in the Session:
This webinar is designed to help organizations provide their management team - including supervisors and managers -with the basic tools and actionable information to enhance the value of employees with disabilities and reduce their exposure to disability related discrimination claims.
But compliance is only: "What is required." Governmental mandates are not the only impetus for evolving leaves of absence programs. In the war for talent and to align their employment policies with their business objectives, organizations regularly promulgate leave programs that attempt to respond to workplace and work force dynamics and often become a component of their "total rewards." Additionally, organizations attempt to design and implement leave programs that have a positive impact on their employment brand and employee retention, enhance employee satisfaction and commitment, and improve productivity. In this environment, FMLA becomes the floor, rather than the ceiling, for leaves of absence programs.
In addition to complying with the ADA and the ADA Amendments Act of 2008, which made significant changes to the definition of "disability" under the ADA and directed the EEOC to make changes to ADA-related regulations, organizations must also comply with the requirements of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits genetic information discrimination in employment, and Section 503 of the Rehabilitation Act of 1973.
Thus, employers face significant compliance and business-related demands. These laws attempt to create a work environment where employees are properly treated and attempts to create a work environment that recognizes workers' needs..
Who can Benefit:
- HR professionals
- CFOs, CROs, COOs
- Internal auditors/external auditors
- Risk managers
- Operations managers
Compliance Key
Phn no: 717-208-8666 Ext:100
email: support@compliancekey.us
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