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FMLA Extension: When 12 Weeks Is Not Enough

 

Learn to determine when an employee's medical leave should shift from FMLA to ADA and how to avoid abuse issues while remaining compliant with state and federal laws.

The Family and Medical Leave Act (FMLA) has challenged both experienced and new HR professionals since it became law. Recent changes to the FMLA and the Americans with Disabilities Act Amendments Act (ADAAA) have increased this confusion. Understanding the various leaves that run concurrently and/or consecutively, and navigating the compliance maze adds a level of complexity that boggles the most seasoned professional. This material shall sort through the applicable issues in a clear manner and provide practical advice for successfully resolving leave of absence questions. It is very easy to miss significant opportunities to control the medical absences in your workplace when you are confused about coordinating the differing requirements. We will also explain the difference between notification, required documentation and the confirmation of your company's ability to accommodate without undue hardship.
By introducing simple compliance strategies, you will clearly understand the intent of both the FMLA and ADAAA when accommodating requests for intermittent leave that include a request for an accommodation.

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FMLA Extension: When 12 Weeks Is Not Enough

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FMLA Extension: When 12 Weeks Is Not Enough

Faculty

Gregory B. Reilly, Esq.

Gregory B. Reilly, Esq.

Martin Clearwater & Bell LLP

  • Partner and Head of Employment & Labor practice group
  • Employment practice includes: Physician Employment Agreements, Partnership Disputes, Americans With Disabilities Act, Class Actions, Contract Negotiation, Employment Discrimination/Harassment, Family and Medical Leave Act, Immigration and Medical Leave Act, Non-Competition, Trade Secrets and Proprietary Information, Union and Management Relations, Wage/Hour and Compensation, Whistle blowing and Wrongful Discharge
  • Achieved the highest Preeminent Rating™ from Martindale Hubbell; listed in "Legal Elite in Class Actions" by Avenue magazine
  • J.D. degree, Harvard Law; B.S. degree, Cornell University
  • Can be contacted at (212) 916-0920 or [email protected]
Aisling M. McAllister, Esq.

Aisling M. McAllister, Esq.

Martin Clearwater & Bell LLP

  • Partner in the Firm's Employment & Labor Practice Group
  • Employment practice includes: Physician Employment Agreements, Partnership Disputes, Americans With Disabilities Act, Class Actions, Contract Negotiation, Employment Discrimination/Harassment, Family and Medical Leave Act, Immigration and Medical Leave Act, Non-Competition, Trade Secrets and Proprietary Information, Union and Management Relations, Wage/Hour and Compensation, Whistle blowing and Wrongful Discharge
  • J.D. degree, University of Miami, School of Law; B.A. degree, Rutgers University
  • Recognized in Irish Legal 100's Irish Rising Stars 2017 as published in the Irish Voice
  • Can be contacted at (212) 916-0975 or [email protected]
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FMLA Extension: When 12 Weeks Is Not Enough

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