Training From
HR Training Center

This comprehensive three-day seminar and workshop provides you with the FMLA, ADA, and PWFA compliance guidelines for employers, including all the tools and practical knowledge you need to effectively manage your FMLA, ADA, and PWFA compliance responsibilities.

Specifically, this course covers the ADA, PWFA, and FMLA rules, laws, and guidelines for employers, as well as the new PWFA regulations on pregnancy accommodations, the rules for FMLA intermittent leave guidelines, the ADA Reasonable Accommodation requirement, what employers can do to protect against FMLA and ADA abuse, plus:

• The FMLA, ADA, and PWFA rules on who is covered - and why
• What is - and isn't - a disability
• Employee eligibility
• Leave entitlement
• Employer posting requirements
• Intermittent FMLA leave guidelines
• Handling pregnancy cases that have ADA and FMLA ramifications
• When your duty to engage in the interactive process is triggered
• Notifications
• The laws protecting disabled individuals from discrimination
• Disabled veterans and the ADA
• GINA's limitations on acquiring genetic information, and absolute prohibition against using genetic information
• What is - and is not - a "serious health condition"
• Identifying "Essential Job Functions" and who is a "Qualified Individuals"
• Medical Certifications
• Fitness-for-duty testing
• How to determine if the employee can perform the essential functions of the job
• What is a "Reasonable Accommodation"
• What types of accommodations have the courts found to be reasonable?
• What types of accommodations have the courts found to be an "undue hardship" for the employer?
• Accommodations for pregnant workers
• Responding when an individual refuses an offered accommodation
• Differences between ADA and PWFA accommodations for pregnant workers
• ADA "disability" vs PWFA "limitation"
• The PUMP Act: lactation breaks for nursing mothers
• Return-to-work options
• Light or modified duty
• Job restructuring or additional training
• FMLA job and benefits restoration
• The most common abuses of FMLA - and why it's happening
• Tracking leave, including tips for FMLA intermittent leave
• How to identify patterns, trends, and leave abuse history
• Ending Leave
• How to terminate an employee on a leave of absence without violating the FMLA or ADA
• How FMLA, ADA, Workers' Comp, and state leave laws work together
• What needs to be included in your FMLA, ADA, and PWFA policies

In addition to learning the rules, you will benefit from several interactive exercises that allow you to practice what you learn! These include:

• Issues regarding eligibility and administrative requirements
• Determining what is a substantial limitation to a major life activity
• Analyzing reasonable accommodation requests
• Handling overlapping leave and disability law dilemmas
• How a requested leave of absence under the ADA creates an entire minefield - particularly if the employee is on workers' compensation or FMLA

As a special bonus, you also receive access to our online FMLA Training & Certification Program and our ADA Training & Certification Program!

Not only do these programs include numerous administrative tips and procedural recommendations for keeping in compliance, you also receive FREE updates whenever the law changes, plus the ability to earn a Certified Administrator designation!

Simply complete the Training & Certification Programs included with this course, then pass the exam and you will receive a certificate which is suitable for framing

You also earn 18 PHR / SPHR re-certification credit hours

HRTrainingCenter.com is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 18 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

 

Substitions, Transfers, Cancellations, Refunds

Substitutions, transfers, or cancellations can be made at any time prior to the start of a seminar by contacting our office at  201-871-0474  with the new and replaced person(s) contact information. 

Some quick rules: You can receive a full refund if you cancel 30 days or more from the start date of your scheduled seminar, but if you are cancelling your attendance between 14-29 days from the start of the seminar, you will receive a refund minus a 30% fee (we've already had to guarantee and pay the hotel for a specific head count, hence the fee). Your registration fee is non-refundable for cancellations made less than two weeks prior to the event; however, you may send a substitute in your place for no additional fee. Those who do not cancel and do not attend are responsible for the full registration fee. 

Cancellation fees can be waived at the Company's discretion if, instead of cancelling, you transfer your registration to another course or date. The waiver of fees is subject to head count at the event and the timing of your request. In other words, if we've already pre-paid the hotel and your request costs the Company money, then a cancellation fee will apply. We reserve the right to charge a return fee, especially in cases where you "change your mind" or drop out of a seminar, as we incur costs, including hotel fees and credit card fees to charge and refund your purchase, but if your request can be accommodated without it affecting costs, then no fee will be applied.. Either way, call our office at 201 871 0474 with your situation. 

If the Company cancels an event, you can receive a full refund OR a credit to be used for another of our training courses. For instance, we could simply transfer your registration to the same event held in a different city, or to the same event held in the same city but at a later time. Last, the Company is not responsible for any costs or penalties resulting from use of discount or airfares for any ongoing or cancelled events. 

If you have any questions, or just wish to discuss your registration, please give us a call a 201 871 0474

PMA Conference Management, 1530 Palisade Ave 20A Fort Lee NJ 07024