This interactive one and a half day seminar will unravel complex issues such as employee leaves of absence, health issues, family issues, pregnancy, military duties, and workplace injuries. Attendees will get insight into the practical and legal issues involved in managing employee attendance, leaves of absence, and workplace accommodation requirements.
The purpose of this interactive course is to give you a real working knowledge of how to handle the most difficult workplace situations such as handling chronic ailments. You will have plenty of time to ask questions and have hands-on problem-solving experience. An experienced employment law attorney will guide you through what to say (and not to say) when engaging in the “interactive process,” when and how to grant leave, and when you can safely say, “we’re done.”
- Get comfortable with the most up-to-date Federal and Texas laws governing employee leaves of absence, health issues, family issues, pregancy, military duties, and workplace injuries.
- Learn what to do when an employee says, “I’m having trouble doing this job because of my health”.
- Know the procedures and forms to use when an employee says, “I’m can’t come to work” for an hour or a month.
- Learn what to do when an employee has a physical or mental breakdown at work.
- Practice techniques to use (and not use) when you suspect fraudulent use of leave.
- Learn how your current sick leave and absence control policies correspond with (and sometimes violate) the latest laws.
- Feel confident when you finally decide that you have reached the end of your obligations toward an employee who can’t come to work or can’t perform the job.
Who will Benefit:
- Human Resource Managers
- Business Owners, Executives, and Managers
- Risk Managers
- Public Agency Managers
- Supervisors responsible for controlling employee absences
The number one area employers throughout the country struggle with involve legally managing employee leaves of absence and workplace health issues. More charges and lawsuits are being filed against employers for disability accommodation, denial of leave, and retaliation than any other area of employment law. This growth in claims is due in part to the ADA Amendments Act and the EEOC’s aggressive coverage and enforcement of disability-related claims, as well as the continuing complexities of the FMLA. Add to that Texas laws on workers’ comp retaliation and the special federal rights given to returning Reservists, and you have a confusing and convoluted recipe for disaster.