Pack of THREE : Top Labour Laws & Safety Law and Regulations

Overview: The webinar training will address ADAAA, FMLA, and Worker's Comp laws that HR is responsible for upholding. When the laws are not followed, it increases the liability for the organization and interferes with a fair and equitable work environment for employees. Why should you Attend There are times when the legal requirements of both FMLA and the ADAAA are similar, yet at other times one law contradicts another. We find that we can't comply with both laws at the same time, so which one takes precedence over the other? And where does WC come in?

To complicate matters, WC is a state law, while FMLA and ADAAA are federal laws, and there are other state civil rights laws that also impact FMLA and the ADAAA.

Consider that an injury under WC may also be a "serious health condition"under FMLA. State laws may differ from federal laws by covering additional health conditions, may apply to small organizations, or may cover situations in which the federal laws have no say such as domestic abuse. The HR department has the responsibility of sifting through these laws to ensure compliance with each law that provides the best benefit to employees.

This training program will explore how these laws provide entitlements to employees which means they are not considered an optional benefit.

So, even if you fail to apply the law to your employee, they can claim protection anyway. For example, if you fail to provide appropriate leave under FMLA, that does not remove the employee's right to a job-protected leave. The ultimate goal of all three laws is to assist the employee to return to work.

Areas Covered in the Session

• Review the intricacies of how WC, ADAAA, and WC intersect to provide employees' coverage under these acts
• Discuss the challenges in terminating an employee after they have expended their FMLA benefits without ignoring their rights through the ADAAA or state laws
• Identify steps to follow when an employee fails to provide the requested and required medical certification
• Explain the process in responding to an intermittent leave request that may include a potential ADAAA accommodation
• Describe essential documentation guidelines to prevent liability
• Outline best practices when conducting the legally required interactive process when determining an accommodation
• Clarify a physical or mental impairment that substantially limits one or more major life activities based on the ADAAA
• Discuss the criteria for essential job functions
• Determine if and why you need a second or third medical opinion
• Review WC/ADAAA light duty restrictions while keeping FMLA intermittent and reduced scheduled leave viable

Who Will Benefit

• CEOs, COOs, CFOs
• Human Resources Directors, Managers and Specialists
• HR Executives
• Managers and Supervisors
• Benefit Specialists
• Business Owners
• General Managers
• Human Resource Managers / Administration
• Privacy Officers
• Health Information Managers
• Healthcare Counsel/Lawyers
• Office Managers
• HR Practitioners
• Leave Administrators
• Benefits Administrators

Overview: On January 14, 2025, the U.S. Department of Labor issued an Opinion Letter regarding the applicability of the Family and Medical Leave Act (FMLA) substitution rule when an employee on FMLA leave is receiving state or local paid family and medical leave benefits. An increasing number of state governments have passed legislation that provides paid family and medical leave for reasons such as personal medical, family care and parental leave. Some local governments have also adopted paid sick and/or family leave programs for their municipal government employees. These plans generally provide paid leave programs for specified family and medical reasons and vary widely in their structure (including whether they are mandatory or voluntary), the scope and duration of benefits provided, and their similarity to the leave reasons covered by the FMLA.

For example, many of the leave programs permit leave for circumstances which may be qualifying FMLA leave reasons as well, while some define qualifying family members more broadly than the FMLA (e.g., including grandparents or parents-in-law), some provide leave for a different set of health conditions, and some provide a leave period longer or shorter than that provided by the FMLA.

The FMLA substitution rule allows employees or employers to substitute accrued employer-provided paid leave (such as vacation, sick leave, or personal time off) for any part of the unpaid FMLA entitlement period.

This webinar will help you navigate the “substitution rule” and whether and how it applies when employees take leave under state paid family leave programs in the same manner as they apply when employees take leave pursuant to paid disability plans.

Why should you Attend: Join us for an in-depth webinar exploring the U.S. Department of Labor's (DOL) recent Opinion Letter on the Family and Medical Leave Act (FMLA) substitution rule, particularly concerning employees receiving state or local paid family and medical leave (PFML) benefits.

Understanding the FMLA Substitution Rule: Gain a comprehensive understanding of how the FMLA substitution rule permits employees to use accrued paid leave during unpaid FMLA leave, and how the recent DOL Opinion Letter impacts this provision.

Interaction Between FMLA and PFML Benefits: Delve into the complexities of how state or local PFML benefits intersect with FMLA leave, including the DOL's clarification that the FMLA substitution provision does not apply when employees are receiving compensation from state or local PFML programs.

Employer and Employee Rights and Responsibilities: Understand the obligations of employers to designate leave as FMLA when applicable, and the conditions under which employers and employees may agree to supplement state or local PFML benefits with employer-provided paid leave.

Areas Covered in the Session:

• Understanding the FMLA Substitution Rule:
• Learn how the FMLA substitution rule allows employees to use accrued paid leave during unpaid FMLA leave
• Recognize the specific conditions under which the rule applies or does not apply, particularly in the context of receiving state or local paid family and medical leave (PFML) benefits
• Clarification on PFML Benefits Interaction:
• Understand the DOL’s clarification that the FMLA substitution rule is inapplicable when employees are already receiving compensation through state or local PFML programs
• Gain insight into how this distinction influences the coordination of benefits at both the state and federal levels
• Employer Responsibilities:
• Explore the employer’s obligation to designate leave as FMLA-protected when an employee’s leave qualifies under the Act, even if state or local PFML benefits are involved
• Understand the nuances of leave designation and the importance of accurate record-keeping to ensure compliance
• Supplementing PFML Benefits:
• Discover when employers and employees may mutually agree to use accrued paid leave to supplement state or local PFML benefits, enhancing employee support during leave periods
• Learn the limitations and permissions surrounding such arrangements
• Compliance Best Practices:
• Develop strategies to align company policies with federal and state leave requirements, minimizing the risk of legal complications
• Gain actionable insights on balancing employee needs and organizational operations while adhering to the latest legal guidance
• Impact on Leave Administration:
• Understand how the DOL’s Opinion Letter impacts current leave administration practices and what adjustments might be needed to comply with the clarified rules
• Explore real-world scenarios to illustrate how these rules apply in different workplace contexts
• Forward-Looking Considerations:
• Anticipate how evolving interpretations of the FMLA may continue to shape the landscape of leave management
• Learn about potential legislative updates that could further impact FMLA and PFML coordination

Who Will Benefit:

• Human Resources Professional
• Employer
• Supervisor

Overview: This 1-hour course is designed to provide an in-depth understanding of OSHA's reporting requirements for workplace injuries and illnesses. The Occupational Safety and Health Administration (OSHA) mandates that all employers, regardless of size or industry, maintain accurate records of workplace injuries and illnesses. In this course, participants will learn the essential components of OSHA's reporting requirements. They will understand what incidents qualify as recordable, the timeline for reporting, and the specific data elements that must be included in the report. Additionally, the course will cover the most common mistakes and pitfalls employers encounter when completing OSHA reports.

This course is intended for HR professionals, safety managers, and any individual responsible for workplace safety and regulatory compliance. At the end of the course, participants will have a clear understanding of OSHA's reporting requirements, how to comply with them, and the tools to create a safe and healthy work environment.
In this course, Brenda will:

• Provide an introduction to OSHA reporting requirements
• Help attendees understand what are recordable incidents
• Include a mandated timeline for reporting
• Review specific data elements required in OSHA reports
• The common mistakes and pitfalls to avoid
• A free reference tool to manage your in-house reporting compliance

Why you should Attend: Human resources professionals looking to foster a secure and healthy workplace should strongly consider attending the training on OSHA's reporting requirements. This invaluable workshop will provide them with all the necessary knowledge, tools, and confidence required for proper injury/illness recording procedures that comply with regulations - helping their organization avoid any costly penalties due to mistakes or negligence in record-keeping.

The benefits of such an investment go far beyond compliance as it enables HR leaders to create a culture of safety & well-being among staff, one where people feel protected against harm both physically and mentally!

Areas Covered in the Session:

• Identify what incidents qualify as recordable under OSHA regulations
• Understand the timeline for reporting workplace injuries and illnesses
• Create accurate and complete OSHA reports
• Avoid common mistakes and pitfalls when completing reports
• Foster a positive workplace culture through regulatory compliance and safety measures

Who Will Benefit:

• Supervisors
• Managers
• Executives
• Risk Assessors
• Human Resources
• Personnel and CEO’s