Managing leaves of absence under the major federal mandates can be confusing. Some employers with good intentions will administer both leaves by using the same forms, overlap the requirements, and consolidate the processes.

As your organization grows, so do the number of regulations and laws you need to follow. Among them are the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA).

One law kicks in when employees need time off to attend to family or medical needs. The other exists for individuals, even applicants, from the first day of employment. As well, part-timers are protected by this law.

Specifically, the Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) need to be administered using their own separate guidelines. When taken one by one, it’s clear that they are completely different in their own details and requirements and, as a result, must be managed carefully.

If you’re new to the field of leave management – whether you’re in Human Resources or not – or if your company is growing to the 50-employee mark, it’s wise to educate yourself about the FMLA and ADA and familiarize yourself with the details.

HR practitioners and other business leaders will find this course to be a dynamic one that is full of practical information presented in an easy-to-follow format. It also provides specific steps for administering the leave mandates to ensure that employees are clear on their obligations and you (and your company) understand employer requirements as well.

Join us in this special training session to learn not just about FMLA or ADA – but both – and how they interact with one another.

Why You Should Attend

By preparing yourself ahead of time, you’ll know the requirements of both the FMLA and ADA beforehand as opposed to implementing a plan and delivering on a process as a specific situation comes up. By attending this training session, you’ll have the information you need to build a process for your organization as well as build your own confidence in this area.

This course is especially helpful to the non-HR leader who manages employees and encounters requests for leaves of absence, accommodation, and time off for health reasons.

Learning Objectives

• Define the coverage, details, and requirements to employers and employees under the Family and Medical Leave Act (FMLA).
• Describe the coverage, details, and obligations to employers under the Americans with Disabilities Act (ADA).
• Summarize the situations under which both laws could apply.
• Enumerate guidelines for employers to administer and manage employees using both and/or either type of laws.
• Explain five critical steps to administering FMLA.
• And much more..

Who Should Attend

• HR professionals, all levels
• Leaders, Managers, and Supervisors
• Small- and medium-size business owners

Speaker(s)

Melveen Stevenson MBA, SHRM-SCP, SPHR

Melveen Stevenson is the CEO and founder of M.S.Elemental, LLC, a human resources and business advisory firm based in Los Angeles, California. As a certified HR professional with a background in accounting and finance, she helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. By using an encompassing business approach, she helps to strengthen the infrastructure of organizations from the inside out, specifically through leadership development, operations, training, employee engagement, and career coaching.
Over the last 17 years, Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical products, and consumer products. She has also worked internationally.
Melveen began her career in accounting and international banking. With an inspired desire to support and drive organizational success through human capital, she redirected her career and obtained her MBA at Michigan State University’s Eli Broad Graduate School of Management.

CEUs

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.0

Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.0

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