Managing The Confusing Tangle Of The FMLA, ADA, And Pregnancy Discrimination Act

The American with Disabilities Act (ADA) is particularly complicated for supervisors and managers, many of whom need to get guidance from HR when dealing with performance or other issues when dealing with employees with disabilities that are often are intertwined disability discrimination and reasonable accommodation issues.

Add to that the challenges in managing compliance with the Pregnancy Discrimination Act or handling a potential FMLA leave abuser who then requests an accommodation, and it is fertile ground for problems.

To better understand your organization's compliance requirements with the overlap of the FMLA, ADA, And Pregnancy Discrimination Act, get tips for managing such requirements, and avoiding legal complications from irate employees, attend this training session from seasoned HR Consultant Natalie Ivey, MBA, SPHR, SHRM-SCP, who will walk you through your compliance obligations and provide practical guidance on what you need to do to comply, especially when in a multiple-coverage situation.

Learning objectives:

• Review current legal cases involving interference and retaliation
  
• Review the ADA Amendments Act (ADAAA) and significant changes in what is actually an individual with a qualified disability
  
• Review the Pregnancy Discrimination Act (PDA) and the issue of medical conditions as a result of pregnancy that may require reasonable accommodation
  
• Examine “employer lessons learned” legal cases that clarify compliance obligations
  
• Recognize your compliance obligations regarding employees with disabilities
  
• Determine if an employee has a qualified disability - and how to document appropriately
  
• Manage the balancing act of providing reasonable accommodations while also managing the business
  
• Examine how to handle the tricky issues such as declining employee performance, absenteeism, and unreasonable requests
  
• Examine how to handle a potential disability fraud issue in which an employee claims to be disabled; yet, the "grapevine" indicates the employee is just fine outside of work
  
• Review best practices for training management teams to avoid stepping on legal land mines