It can be challenging in and of itself to understand and adhere to the Americans with Disabilities Act. Therefore, it makes sense that there would be uncertainty over the application of each statute when FMLA or Workers' Compensation are also involved.
The following are some common misconceptions regarding workers' compensation, the Family and Medical Leave Act (FMLA), and the Americans with Disabilities Act (ADA):
The ADA:
Some believe that those with nebulous diagnoses or complaints abuse the ADA. Nonetheless, unless doing so would result in an unreasonable burden, the ADA mandates that businesses provide qualifying individuals with disabilities with reasonable accommodations.
The FMLA:
There are many who believe that workers need to specifically request FMLA leave. Others believe that if a modified schedule or intermittent leave causes disruptions at work, employers have the right to refuse it. Nonetheless, the FMLA permits employees to take time off for family or medical reasons that qualify as a serious illness.
Compensation for workers:
Some people believe that only situations in which the employer or a third party is at fault are eligible for workers' compensation benefits. Some believe that only physical injuries are covered by workers' compensation, leaving people with psychological disorders unsupported. When an employee sustains an injury at work, workers' compensation covers medical expenses and lost earnings.
Find out how to lessen these rules and steer clear of the legal minefield they pose.
Why sould you attend this:
Violating federal regulations can result in severe fines, penalties, and even criminal charges. Mitigating these regulations can have workplace compliance and be a legal minefield. In order to negotiate these requirements and understand the expectations for compliance, this program will give you the tools and resources you need.
Areas covered in the session:
Who should attend this:
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
