Dealing with cases that involve the Family Medical Leave Act and the Americans with Disabilities Act Amendment Act and Worker's Compensation is often called the Bermuda Triangle of Employment Law. We call it a Triple Whammy as these types of cases are very complicated to understand and deal with correctly. These three laws often conflict leaving Human Resources Professionals scratching their heads and wondering how to deal with the maze of regulations. Add state leave and disability laws to this mix and it often makes for a Quadruple Whammy. 

The Triple Whammy of Dealing with FMLA, ADAAA, and Workers' Compensation is an absolute must for all supervisors as well as human resources staff. Understanding the interplay of these laws to assure legal compliance with the rules and regulations is essential to protect the company from potentially very expensive lawsuits and settlements.

Areas Covered:-

• An Overview of the Family and Medical Leave Act
• An Overview of the Americans with Disabilities Act Amendment Act
• An Overview of Workers Compensation Laws
• Areas of conflict among these laws
• Conducting an analysis before taking actions
• Case studies

Learning Objectives 

• Recognizing and analyzing the interaction of the ADA, FMLA, and Workers' Compensation Laws
• Understanding the purposes of the three laws and why they often conflict.
• Knowing the areas of interplay between the three laws that employers need to consider when managing employee absenteeism.
• Becoming able to describe and analyze a situation in which the three laws interact.
• Understanding the necessity to think through the situation before you act when dealing with employee absenteeism issues

Why Should You Attend:-

Violations of these laws can result in back pay, front pay, and liquidated damages often resulting in multi-million-dollar judgments against the company. Since we live in a very litigious world and plaintiff attorneys are looking to pounce on the mistakes of employers, you must know the rights and responsibilities of both the employer and the employee to keep you and your company out of court.

Ignorance is not a defense and Supervisors and managers have been held personally liable for violations of FMLA. Conflicts between these laws add to the complexity of trying to comply.

Who Should Attend:-

• Anyone who supervises employees
• Safety and Health Professionals responsible for Worker's Compensation
• Risk Managers
• Human Resources professionals