Gone are the days when employers could expect their employees to report to work every day. Gone are the days when employers could have “no fault” attendance policies. Now employers have to navigate through a complex set of laws that allow employees to take time off for qualifying events or require employers to provide accommodations such as leaves of absence. These laws have similar goals but very different requirements. Join this session, where expert speaker, Susan Fahey Desmond will walk you through this Bermuda triangle (but it is not really a triangle anymore – more like an octagon). She will discuss in detail the Family and Medical Leave Act and which employees are eligible for FMLA leave. She will explain the qualifying events under the FMLA. You will also learn about leave accommodations under the Americans with Disabilities Act (ADA). This session will explore the intersection between the FMLA, ADA, and workers compensation laws.

Years ago, most workers’ compensation professionals understood completely all of the legal risks. Follow the schedule listed in the statute, check compliance with other rules, and you knew the approximate costs of the claim. With the passage of the ADAAA, FMLA, GINA, such claims are not as easy to administer. Even the Pregnancy Discrimination Act has become a claim that many employers rarely see (because you treat pregnancy as any other “temporary disability.”) How can you comply with each and every one of these statutes when they all have different purposes and different rules? Don’t get caught like other employers recently have because you haven’t kept up with the latest regulations and court decisions.