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Over the past year alone, a number of employers have been forced to defend FMLA and ADA lawsuits due simply to an inappropriate comment from a supervisor or other deviation from corporate policy by a manager. A snide comment about an employee in an email, not recognizing FMLA leave or asking an employee to work while on leave are all common causes for landing you in legal hot water. Despite an organization's best policies (and intentions), all it takes is a new or untrained manager to cause an FMLA or ADA-related lawsuit. You will learn:
- How managers are undermining an employer's defense of an FMLA and ADA lawsuit, and how to identify the risk factors.
- Where to look for the most common pitfalls in how managers handle FMLA and ADA leave through in-depth discussion of scenarios and related cases.
- Constructive methods you can use to train managers in the process of both FMLA and ADA leaves.
- Key questions to ask when considering outsourcing of FMLA or ADA leave administration to address these scenarios.