BEGIN:VCALENDAR X-WR-TIMEZONE:US/Eastern DTSTART:20190523T143000 DTEND:20190523T160000 VERSION:2.0 LOCATION:OnlinePRODID:-//Training Doyens //EN METHOD:REQUEST BEGIN:VEVENT UID:20190523T000000-322316239-example.com DTSTAMP:20190523T000000 DTSTART;TZID="US/Eastern":20190523T143000 DTEND;TZID="US/Eastern":20190523T160000 SUMMARY:How Do They Work Together—Or Not?: The Complexity & Interplay Among the ADAAA, FMLA, and Workers' Comp (WC) DESCRIPTION: Challenges - It’s confusing isn’t it? How are we supposed to keep it all straight when there are times when the legal requirements of both Family Medical Leave Act (FMLA) and the American Disabilities Act Amendment Act (ADAAA) are similar, yet at other times one law contradicts another? We find that we can’t comply with both laws at the same time, so which one takes precedence over the other? And where does WC come in? To complicate matters even more, WC is a state law, while FMLA and ADAAA are federal laws, and there are other state civil rights laws that also impact FMLA and the ADAAA. Consider that an injury under WC may also be a “serious health condition” under FMLA. State laws may differ from federal laws by covering additional health conditions, may apply to small organizations, or may cover situations in which the federal laws have no say such as domestic abuse. As HR, we have the responsibility of sifting through these laws to ensure that we comply with each law that provides the best benefit to our employees. These laws provide entitlements to our employees which means they are not considered an optional benefit. So, even if you fail to apply the law to your employee, they can claim protection anyway. For example, if you fail to provide appropriate leave under FMLA, that does not remove the employee’s right to a job-protected leave. The ultimate goal of all three laws is to assist the employee to return to work. PRIORITY:3END:VEVENT END:VCALENDAR