Two-Part FMLA CLE Series: Managing Intermittent FMLA Leave and Post-FMLA Accommodation
April 19, 2012: Part I, Managing Intermittent FMLA Leave
June 7, 2012: Part II, The ADAA Overlap and Post-FMLA Accommodation
Registration & Breakfast: 8:00 a.m. – 8:30 a.m.
Program: 8:30 a.m. – 10:00 a.m.
DoubleTree Minneapolis—Park Place
1500 Park Place Blvd
Program Description:Part I: Managing Intermittent FMLA Leave
Concerned about making the wrong move when an employee requests a leave of absence? Frustrated with trying to manage intermittent and reduced-schedule FMLA Leave? Need more clarification about when the employers can request a second or third opinion or demand a fitness for duty certification? The discussion will include:
- Certification Process
- Post-Certification Leave Administration
- Recertification Process
- Reinstatement Following Leave
The EEOC has taken the view that their enforcement efforts will no longer be stymied by challenges to coverage under the ADA—and employees and applicants have gotten the message. In 2010, the largest number of disability-related charges were filed with the EEOC since the enactment of the ADA. From FY 2008 to FY 2010, disability-related charges increased by 23% from 19,453 (FY 2008) to 25,165 (FY 2010). The EEOC also is carefully reviewing employer compliance efforts and has increased its litigation docket involving ADA litigation.
This has created greater uncertainty for employers regarding what to do when the employee’s FMLA leave expires, but the employee still has a serious health condition. Part II of this program will highlight the often complicated overlap between the ADA and FMLA, including the recent ADAAA amendments, and provide practical recommendations for managing those issues. Some of the key topics to be addressed include:
- ADA/FMLA Overlap
- ADA Interactive Process Following FMLA
- Post FMLA Accommodation
- Post FMLA Separation
Continuing Education: 1.5 hours of CLE and SPHR/PHR credit have been requested
Questions? Email Caitlyn Suse or call (312) 795-3252