The FMLA poses enough compliance challenges all by itself. However,
things really get interesting (and complicated) when you throw in an
employee’s request for leave that can fall under the ADA or FMLA. With
this session, we will address these and other vexing overlap issues, so
you can determine when to apply the FMLA, ADA, workers’ comp or
combination of any of the three to an employee’s leave request. Plus, as
an added bonus, we’ll discuss how GINA is now part of the mix, and how
it can work in tandem with FMLA and the ADA.
- Why FMLA serious health conditions are more likely to qualify as
disabilities under recent ADA changes
- When you should offer leave as a reasonable accommodation under the
ADA
- How to offer accommodations other than leave without violating FMLA
- HIPAA privacy requirements when seeking medical certification of
FMLA leave
- When you can follow workers’ comp rules on FMLA information
gathering
- When you can require employees to take FMLA leave concurrently with
workers’ comp leave
- The interaction of FMLA with USERRA, GINA, COBRA, and other federal
laws
- How does GINA differ from the ADA? What’s permissible under the ADA
is now unlawful under GINA and how employers can understand the
difference between the two