When employees are on leave, the rest of the team often feels the strain, and employers may suspect that some leave is not genuine or not even covered. This 120-minute leave abuse webinar shows how to reduce your exposure to abuse of family and medical leave under the FMLA, ADA and workers' comp.
You'll compare a serious health condition under the FMLA with a qualified individual with a disability under the ADA/ADAAA, use medical inquiries to determine coverage, and review notice and reinstatement requirements under both laws.
The session also covers intermittent leave requests, terminating an employee who has used up FMLA leave without violating the ADA, documentation and meeting guidelines, case law and best practices.
Suspected leave abuse is a major concern for many employers, but acting on suspicion without understanding the law can create bigger problems. This session builds on a working knowledge of FMLA, ADA and workers' comp leave and focuses on how to curb abuse lawfully, including issues specific to health care, pharma and life sciences.
It suits executives, managers, supervisors, HR, benefits, risk and finance staff, business owners, HIPAA and privacy officers and healthcare counsel.
Suspected leave abuse is a major concern for many employers, but acting on suspicion without understanding the law can create bigger problems. This session builds on a working knowledge of FMLA, ADA and workers' comp leave and focuses on how to curb abuse lawfully, including issues specific to health care, pharma and life sciences.
It suits executives, managers, supervisors, HR, benefits, risk and finance staff, business owners, HIPAA and privacy officers and healthcare counsel.
Janette Levey Frisch
Janette Levey Frisch, has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law. Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits. Janette works with employers on most …
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