Understanding ICH Statistical Guidelines for Laboratory, Medical and Device Considerations: 2-Day In-Person Seminar
Location: Philadelphia, PA
Dates: 28th – 29th July, 2016
Speaker:Beth Brascugli De Lima FMLA, ADA, Worker's Compem
Beth Brascugli De Lima, M.B.A., SPHR-CA, SHRM-SCP, is founder, president, and principal of HRM Consulting, Inc., a California-based human resource consulting firm. Ms. De Lima provides corporate consulting on a national basis regarding employment regulation, compliance and vocational rehabilitation. Her organization has assisted corporate, not-for-profit, school districts, and governmental clients with Human Resource policy development and implementation regarding integrated medical leave manamgnet since 1992 on a national, statewide, and local level.
Ms. De Lima has extensive experience in all areas of employment litigation including the Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), and Workers’ Compensation and is a recognized expert regarding HR industy standard practices in Medical Leave Management compliance. Ms. De Lima provides expert testimony for both the Plaintiff and Defense regarding Human Resource Best Practices and Standards of Care. Her focus is to assist organizations with mitigating potential liability by offering consulting services, mediation, and interactive training to organizations, not-for-profits, government and pseudo government entities, attorneys, and school districts.
Course Description:
Would you like to be able to understand and be confident in responding to requests for accommodation after the FMLA has been exhausted or when ADA runs concurrent FMLA? Do you have challenges when dealing with performance problems, fraud, attendance issue and medical certificates when an employee is protected by ADA, FMLA and Workers’ Compensation regulations?
Learn from an ADA and FMLA in-the-trenches HR veteran who has been working with these regulations since they passed.
This fully interactive workshop will assist you in:
Understanding the details of how to transition from FMLA to ADA,
Conduct Good Faith Interactive meetings, conduct an undue hardship analysis, determine if an employee is a Qualified Individual with a Disability, and
Create the documentation you need to be confident when terminating an employee you cannot accommodate.
We will review the complexity of conducting an undue hardship analysis PROPERLY, prepare for and fully complete a Good Faith Interactive meeting, and see how to manage Performance Issues and potential termination.
Ms. De Lima’s has over 23 years of experience as an in-the trenches Human Resource/Vocational consultant and 17 years of experience as an HR Expert Witness in ADA/FMLA/Worker’s Compensation, and pregnancy related disability medical leave and accommodation management specialty.
We will work through how to handle the interaction between FMLA and ADA(AA) as it relates to intermittent leave requests with an underlying accommodation and the tricky transition from FLMA to ADA and how Workers’ Compensation – not to mention how pregnancy related disabilities - and Performance Management and harassment and discrimination complaints play a role in this process.
There are significant differences between the compliance requirements of these leaves. We will unveil the poorly understood insider secrets behind medical certificates required under these regulations and learn how to prevent and stop abuse in a few simple steps. You will gain new confidence in conducting interactive meeting and undue hardship analysis --- while confidently controlling these medical leaves and accommodation rather than reacting to them in a hit or miss fashion to comply with the regulations.
When you can terminate an employee who has exhausted their FMLA benefits without running afoul with the ADAAA.
Clarification of employee notifications as they apply to both FMLA and ADAAA in an intermittent and reduced schedule leave environment.
How to document the process and Best Practices that will help you and your company stay out of court and/or avoid settling claims.
What notifications are required at various timelines in the ADA leave and accommodation process?
What are the benefits while on leave, and requirements for returning to work and impacts for Failure to return to work
How to respond to ADA / Workers’ Compensation light duty restrictions as they relate to FMLA intermittent and reduced schedule leave
Learning Objective:
Understanding the FMLA and ADA webinar: With 2 Bonuses:
FMLA to ADA Transition
How to Master Performance Management Issues Before, During and After Leaves and Accommodations
Are you nervous and unsure about how to complete an undue hardship analysis correctly? Do you rely on the supervisors to make that decision? Are you concerned about telling an employee you cannot accommodate an intermittent leave under the ADA or on going, as needed, unpredictable leaves? How comfortable are you with conducting a good faith interactive meeting (and correctly documenting it in case you ever have to testify in court)? Are you clear how to document this process to protect yourself and your employer? Are you unsure how or when to require clarification regarding medical certificates that are not crystal clear or when the amount of leave on the certificate is less than what the employee is actually taking? What about your comfort level in dealing with performance related problems with employees who are protected under the ADA, FMLA or Workers’ Compensation, not to mention during pregnancy related disabilities.
Do not let your medical leaves of absence control your workday any longer and stress you out. You can master these leaves and take control back, NOW!
Who Should Attend
This interactive in-the –trenches will provide valuable assistance to all companies, not-for-profits, school districts, governmental agencies and pseudo governmental agencies leave administrators and managers responsible for conducting undue hardship analysis and good faith interactive meetings, including the most complex cases that include performance or harassment and discrimination complaints. Those that would benefit most would be:
Human Resource Managers / Administration
Medical Leave Manager/Coordinators
Risk Managers
Business Owners
General Managers
AGENDA:
Day One (8:30 AM - 4:30 PM)
8:30 AM - 9:00 AM
Registration
9:00 AM - 10:15 AM
Integration of FMLA/CFRA - ADA (and Workers’ Compensation) your own Company’s policies benefits and contracts. Controlling Medical Absences, Curing Medical Certificates, Second Opinions, Challenges with Intermittent Leaves, Integrated Policy Development – Defining the Good Faith Meeting, Undue Hardship Analysis and Qualified Individual with a Disability (QID)
10:15 AM - 10:30 AM
Break
10:30 AM - 12:00 AM
The Transition from FMLA/CFRA to ADA/FEHA transition and ADA/FEHA to Workers’ Compensation Inactive Status (when you can no longer reasonably accommodate): The role of a Good Faith Interactive Meeting, Undue Hardship Analysis and QID determine
12:00 AM - 1:00 PM
Lunch break
1:00 PM - 1:15 PM
Submission of the Medical Certificate and Step by Step Process for Conducting Good Faith Interactive Meetings (Scenario Based Training)
1:15 PM - 2:45 PM
Conducting a Good Faith Interactive Meeting / Undue Hardship Analysis with Performance Management Issues (Scenario Based Training)
2:45 PM - 3:00 PM
Break
3:00 PM - 4:30 PM
Conducting Good Faith Interactive Meeting / Undue Hardship Analysis with Report of “Harassment, Retaliation and/or Discrimination” (Scenario Based Training)
Day Two (9:00 AM - 12:30 PM)
9:00 AM – 9:00 AM-10:45 AM
Conducting and Undue Analysis and the Determining of Whether the Employee is
a QID (Scenario Based Training)
10:45 AM - 11:00 AM
Break
11:00 AM – 12:30PM
Strategies for Implementing your Performance Management System under the ADA, FMLA,
and Workers’ Compensation: Counseling Forms, Warnings and How to Implement Harassment /
Discrimination /Retaliation Investigations (when employee protected by FMLA – ADA) and When
and How to Terminate
Please Click hear for MoreInformation
To Enroll for This Program today please click hear
Thank you & Regards,
Sean Sharpe,
Training Manager,
Call us at this Toll Free number: +1-866-978-0800
http://www.complianzworld.com