Family and Medical Leave and Reasonable Accommodations
Trusted by more than 1,500 employers, including:
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Trusted by more than 15,000 employers, including:
In this course, managers learn about their responsibilities for identifying possible leave of absence and reasonable accommodation issues in the workplace. For example, managers learn how to respond if an employee or job applicant requests:
- A “reasonable accommodation” related to a disability or religious practice.
- Time away from work to manage their own personal medical condition, the medical condition of a qualified family member, or other personal situations.
Why Train Managers?
Employers face an increasing number of lawsuits for failing to comply with the requirements of the Family and Medical Leave Act (FMLA) and failing to provide reasonable accommodations relating to disabilities and religious practices under the Americans with Disabilities (ADA) Act and Title VII.
At the same time, numerous states and localities have enacted laws that go well beyond the requirements of federal law. The COVID-19 pandemic has resulted in further expansion of leave and accommodation laws and increased employers’ risk of non-compliance.
While managers cannot be expected to become experts in the nuances of leave of absence and workplace accommodation laws, they must know enough to be able to spot issues and seek guidance from HR. In this interactive training, managers receive practical guidance on how to comply.
Among other things, managers learn about the following:
Accommodation of Disabilities and Religious Practices
- What is a disability?
- What is a covered religious practice?
- What is a reasonable accommodation?
- Can you ask job applicants about disabilities or religious practices?
- Does an employee have to specifically request a workplace accommodation?
- What is an undue hardship?
- Who do you contact for guidance on workplace accommodations?
Leaves of Absences
Among other things, managers will learn the answers to the following questions:
- What are the conditions for which FMLA or comparable leave may be taken?
- Must the employee specifically say that he or she is requesting “FMLA leave?”
- How much notice of the need for leave must the employee give?
- How quickly must we respond to an employee’s leave request?
- What steps should managers take when they learn of FMLA qualifying leave?
- Can we require an employee to take FMLA leave concurrently with other available leave?
- When is an employee entitled to intermittent or reduced scheduled leave?
- What can we do to monitor abuse of intermittent and reduced scheduled leave?
- What do we do if we need to discipline or terminate an employee who is out on FMLA leave?
- Once FMLA leave expires, can other laws, such as the Americans with Disabilities Act, require additional leave?
- Do we have to return the employee to the same position when he or she returns to work?
- What are state and local paid family and sick leave law requirements?
- What are the requirements for other types of leave, including:
- Family Care Leave
- Pregnancy Leave
- Education Leave
- Military and Service Member Care Leave
- Personal Leave
- Who do you contact for guidance on leave issues?
The training can be customized to your organization’s specific policies and procedures, so that managers receive the exact guidance they need to comply with your organization’s policies.
Clear Law’s Compliance Advisory Team is available to review your family, medical, and other leave policies and your workplace accommodation policies.
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