BEGIN:VCALENDAR X-WR-TIMEZONE:US/Eastern DTSTART:20171205T130000 DTEND:20171205T143000 VERSION:2.0 LOCATION:OnlinePRODID:-//Training Doyens //EN METHOD:REQUEST BEGIN:VEVENT UID:20171205T000000-1364026379-example.com DTSTAMP:20171205T000000 DTSTART;TZID="US/Eastern":20171205T130000 DTEND;TZID="US/Eastern":20171205T143000 SUMMARY:Understanding the Overlap Between FMLA, ADA and Workers Comp DESCRIPTION: Rare is the employer who hasn’t encountered a thorny employee leave issue.  Many employers assume that an employee who isn’t eligible for FMLA leave does not have job protection.  But the FMLA is not the only federal law that could provide employees job-protected leave.  The Americans with Disabilities Act (ADA) and the Americans with Disabilities Act Amendments Act (ADAAA) require employers to provide reasonable accommodations to qualified employees with disabilities so that they can perform the essential functions of their jobs—and a leave of absence may very well be such a reasonable accommodation. Employees who sustain a work-related injury may be eligible for time off from work under workers’ compensation laws. Often two or more of these laws may apply at the same time, or consecutively. The potential for overlap, not to mention administrative headaches and the impact on your company’s bottom line seems to increase exponentially. These three seemingly different bodies of law often intersect in a way that leaves many employers scratching their heads.  Guess what. Employee Leave doesn’t have to give you headaches! In this HR metrics training we’ll help you begin to unravel this tangled web of often overlapping employee leave laws. PRIORITY:3END:VEVENT END:VCALENDAR