Leave Abuse under FMLA, ADA and Workers' Comp: How Employers Can Deal with the Most Outrageous Excuses

When employees are on leave, the rest of the team often feels the strain, and employers may suspect that some leave is not genuine or not even covered. This 120-minute leave abuse webinar shows how to reduce your exposure to abuse of family and medical leave under the FMLA, ADA and workers' comp.

You'll compare a serious health condition under the FMLA with a qualified individual with a disability under the ADA/ADAAA, use medical inquiries to determine coverage, and review notice and reinstatement requirements under both laws.

The session also covers intermittent leave requests, terminating an employee who has used up FMLA leave without violating the ADA, documentation and meeting guidelines, case law and best practices.

• Distinguish an FMLA serious health condition from an ADA/ADAAA qualified individual with a disability
• Use medical inquiries to determine coverage under each law
• Meet notice requirements under the FMLA and ADA/ADAAA
• Apply reinstatement requirements under both laws
• Recognize situations where the FMLA and ADA/ADAAA overlap

• Intermittent leave requests under the FMLA and ADA/ADAAA
• Terminating an employee who has exhausted FMLA leave without violating the ADA/ADAAA
• Documentation and meeting guidelines
• Case law and emerging issues
• Best practices
• Issues of particular concern to health care, pharma and life sciences businesses

Suspected leave abuse is a major concern for many employers, but acting on suspicion without understanding the law can create bigger problems. This session builds on a working knowledge of FMLA, ADA and workers' comp leave and focuses on how to curb abuse lawfully, including issues specific to health care, pharma and life sciences.

It suits executives, managers, supervisors, HR, benefits, risk and finance staff, business owners, HIPAA and privacy officers and healthcare counsel.

• Executives
• Managers and Supervisors
• Risk Managers
• Benefit Specialists
• Supervisors
• Business Owners
• General Managers
• Controllers/ CFOs / Financial Managers
• Human Resource Managers / Administration
• HIPAA Officers
• Privacy Officers
• Health Information Managers Healthcare Counsel/Lawyers
• Office Managers

Janette Levey Frisch, has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law. Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits. Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer. Janette has spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many, many others. Janette serve on the Workplace Violence Prevention Institute, a multi-disciplinary task force, dedicated to providing, holistic, proactive and cutting-edge solutions and resources for employers committed to ensuring a safe workplace.