• Identify where each law overlaps the others and which one has precedence
• Create internal processes that guarantee compliance
• Handle job-related injuries quickly, safely and legally
• Confidently handle the "special" situations that give most managers and HR professionals nightmares

This is a concentrated course developed for HR professionals, safety and risk managers or anyone else who wants to ensure they're compliant with the overlapping — and sometimes conflicting — ADA, FMLA and Workers' Comp regulations.

Updates On ADA, FMLA And Workers' Comp Regulations

• Clarify exactly what your responsibilities are to an injured, ill or disabled worker under ADA, FMLA and Workers' Comp
• Learn how to track FMLA leave more accurately and legally
• How the EEOC definition of "reasonable" accommodations could conflict with the ADA-FMLA-Workers' Comp triangle
• Define "injury" on the job and other critical Workers' Comp terms
• How to tell if an employee really has a "serious health condition" under FMLA statutes
• Tracking on-the-job injuries and illnesses

Create HR and benefit policies that clearly identify and explain where ADA, FMLA and Workers' Comp overlap

• Establish tracking and reporting systems to manage injuries and illnesses better
• Develop forms and processes to help managers navigate their way safely and legally through the ADA, FMLA and Workers' Comp minefield
• Define when managers can — and cannot — have access to employee medical records and what each law says about access

Handling Returns-To-Work

• Secure required certifications before allowing employees to return to work and how certifications differ under each law
• How to bring an employee back to work and comply with the ADA (reasonable accommodation), FMLA (physician's release notice), and Workers' Comp (light or modified duty) laws safely and legally
• Identify job adjustments you can make for a returning employee and still be in compliance with all three laws
• Allow for "exclusive remedy" when working with Workers' Comp issues as they overlap with ADA and FMLA
• Determine whether or not an employee can be effective in returning to their old job without violating their rights under one of the laws

Minimizing Fraudulent Claims

• Identify when the employer liability for an on-the-job injury ends and where ADA accommodations for a previous injury begins
• How to make sure your employees know exactly what their rights and benefits are under ADA, FMLA and Workers' Comp so there's no confusion later

Hiring Employees Safely

• How to gather relevant and legal information without violating the applicants' ADA rights or putting your company at risk for future Workers' Comp claims
• Safely conduct pre-employment physicals

Managing Day-To-Day Responsibilities

• Can managers and supervisors be found personally liable for injuries, illnesses and disabilities under ADA, FMLA and Workers' Comp laws? Find out here
• Recognize the impact of short-term disability programs on ADA and FMLA
• Is an ADA "impairment" the same thing as a "serious health condition" as defined by FMLA? The answer may surprise you

Mastering "Special Situations"

• Learn what illnesses, injuries, and other related conditions are commonly covered by all three laws simultaneously
• How to manage off-hours liability issues and how they are covered under ADA, FMLA and Workers' Comp
• Delicately treat substance abuse problems in relation to ADA and FMLA coverage

Terminating Employee Benefits Without Legal Repercussions

• Where do your legal obligations end regarding work-related injuries and illnesses? What's covered and what's not
• How to "cut off" employee Workers' Comp benefits safely
• EEOC guidelines for terminating benefits covered under the ADA

When There's No Other Option: Dismissing Employees With Injuries And Illnesses

• How ADA, FMLA and Workers' Comp laws interact when an employee cannot continue to perform the essential functions of the job
• Assisting the employee in making the decision on whether or not to return to work
• When unpaid leave may be a preferable alternative to employment termination
• Establish criteria for refilling the terminated employees' position without violating ADA, FMLA or Workers' Comp protections

"This session was excellent! The content was right on target and answered many of the questions that I had."
Sandra Foster