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Products are filtered by different dates, depending on the combination of live and on-demand components that they contain, and on whether any live components are over or not.
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  • Contains 2 Component(s), Includes Credits

    Our closing "Ask the Experts" session allows conference attendees to submit their most challenging questions to our panel of distinguished FMLA/ADA legal experts. You provide uncensored questions, and they provide the unfiltered answers. This interactive discussion between attendees and panelists allows audience members to have their "real-world" questions answered by the specialists. Come prepared with your toughest questions and the most perplexing challenges faced by your company. And best of all, there will be no billable hours or consulting fees incurred!

    Our closing "Ask the Experts" session allows conference attendees to submit their most challenging questions to our panel of distinguished FMLA/ADA legal experts. You provide uncensored questions, and they provide the unfiltered answers. This interactive discussion between attendees and panelists allows audience members to have their "real-world" questions answered by the specialists. Come prepared with your toughest questions and the most perplexing challenges faced by your company. And best of all, there will be no billable hours or consulting fees incurred!

    • Attendees will be able to submit their most challenging questions to our panel
    • Attendees will gain legal knowledge from our panel of legal experts
    • Attendees will gain answers to toughest questions and the most perplexing challenges faced by their colleagues

  • Contains 2 Component(s), Includes Credits

    With the growing number of statutory state laws, it can be a daunting task to decide what type of paid family and medical leave (PFML) plan makes the most sense. Employers have a lot to consider, including but not limited to, cost, employee experience, and state private plan requirements. In this session, we'll discuss employer responsibilities for state plans and private plans, and how employers make decisions on whether or not to offer a private PFML program. We'll also provide suggestions for how to ensure the best private plan experience if you choose that option for your organization.

    With the growing number of statutory state laws, it can be a daunting task to decide what type of paid family and medical leave (PFML) plan makes the most sense. Employers have a lot to consider, including but not limited to, cost, employee experience, and state private plan requirements. In this session, we'll discuss employer responsibilities for state plans and private plans, and how employers make decisions on whether or not to offer a private PFML program. We'll also provide suggestions for how to ensure the best private plan experience if you choose that option for your organization.

    • Identify the key factors employers consider when deciding whether to have a state or private paid family and medical leave plan.
    • Learn employer obligations with a state plan versus a private plan.
    • Understand private plan requirements.

  • Contains 2 Component(s), Includes Credits

    Building compliant benefit plans around a multigenerational workforce can help retain valuable, mature employees and lay a foundation for the younger generations to grow their careers. In this session, we will discuss a holistic and compliant approach to worker well-being -- touching on what is important to each generation from a leave, disability, mental health, and financial wellness perspective.

    Building compliant benefit plans around a multigenerational workforce can help retain valuable, mature employees and lay a foundation for the younger generations to grow their careers. In this session, we will discuss a holistic and compliant approach to worker well-being -- touching on what is important to each generation from a leave, disability, mental health, and financial wellness perspective.

    • Learn how paid leave programs - both mandatory and optional reflect the needs of a workforce seeking work-life balance
    • Understand how to proactively manage reasonable accommodations for any generation of workers, including older workers, the sandwich generation, and pregnant workers beginning families
    • Understand the compliance pitfalls and watch items when developing or expanding a multi-generational benefits program
    • Be able to evaluate what health and wellbeing resources are best for your workforce

  • Contains 2 Component(s), Includes Credits

    Administering employee leave of absences ranks among the top challenges for employers. But for organizations with remote workers operating in multiple states, the task is even more daunting. Employers must contend with employee-friendly statutes, both state and local, including laws mandating employer-paid leave for illness and other reasons. Complying with the myriad of legal requirements is no small feat. In this session, we will provide an overview of leave laws, what you should consider with a remote workforce, and how to build a time-off program that is reflective of your company culture and attracts and retains talent.

    Administering employee leave of absences ranks among the top challenges for employers. But for organizations with remote workers operating in multiple states, the task is even more daunting. Employers must contend with employee-friendly statutes, both state and local, including laws mandating employer-paid leave for illness and other reasons. Complying with the myriad of legal requirements is no small feat. In this session, we will provide an overview of leave laws, what you should consider with a remote workforce, and how to build a time-off program that is reflective of your company culture and attracts and retains talent.

    • In this presentation, attendees will learn effective practices when administering leave cases for their remote employees
    • In this presentation, attendees will learn what time-off policies top-performing employers are embracing, from paid parental leave to comprehensive sick and vacation policies.
    • In this presentation, attendees will learn how to develop HR strategies that drive transformation and elevate the workforce experience.

  • Contains 2 Component(s), Includes Credits

    Post COVID, companies have more rapidly embraced digital, paperless platforms to communicate with customers, applicants, and employees. These digital platforms include consumer websites, mobile apps, cloud-based software for human capital management, software for performing essential job functions, and artificial intelligence (AI) tools used during the recruiting and application process. While the convenience and cost-effectiveness of these electronic platforms is apparent and even essential to the way a company does business, how disabled individuals can use these digital platforms poses vexing and frequently unanticipated legal issues under the Americans with Disabilities Act and analogous state and local law requiring companies to make their digital properties accessible and useable to disabled individuals. This session will review the EEOC identified legal risks associated with an employer's use of AI and the unique problems that arise when exploring accommodations for the use of software the employer doesn't own.

    Post COVID, companies have more rapidly embraced digital, paperless platforms to communicate with customers, applicants, and employees. These digital platforms include consumer websites, mobile apps, cloud-based software for human capital management, software for performing essential job functions, and artificial intelligence (AI) tools used during the recruiting and application process. While the convenience and cost-effectiveness of these electronic platforms is apparent and even essential to the way a company does business, how disabled individuals can use these digital platforms poses vexing and frequently unanticipated legal issues under the Americans with Disabilities Act and analogous state and local law requiring companies to make their digital properties accessible and useable to disabled individuals. This session will review the EEOC identified legal risks associated with an employer's use of AI and the unique problems that arise when exploring accommodations for the use of software the employer doesn't own.

    • Current legal landscape of consumer website accessibility issues
    • The legal risks under the ADA in an employer's use of AI as identified by the EEOC
    • Unique problems that arise when exploring accommodations for the use of software the employer doesn't own

  • Contains 2 Component(s), Includes Credits

    With over 7,000 employees spanning over 20 facilities, Autokiniton, an automotive manufacturer, has developed an efficient and compliant approach to leave. In this session, we will share the pain points the company faced and how they created a proactive strategy to curb compliance inefficiencies and manage a successful leave of absence program.

    With over 7,000 employees spanning over 20 facilities, Autokiniton, an automotive manufacturer, has developed an efficient and compliant approach to leave. In this session, we will share the pain points the company faced and how they created a proactive strategy to curb compliance inefficiencies and manage a successful leave of absence program.

    • The intricacies of developing a multi-state compliance strategy
    • How to best manage and track F&D
    • Interactive "reasonable accommodation" approach

  • Contains 2 Component(s), Includes Credits

    Employees often make vague references to a disability or impairment, fail to identify reasonable accommodations, and are not cooperative throughout the Americans with Disabilities Act (ADA) interactive process. Yet employers are uncomfortable discussing medical issues and encouraging employees to get the information the employer is entitled to for accommodation requests. In this session, we will cover the do's and don'ts of working with an uncooperative, uninformative employee. What can you ask? What medical information can you require? What deadlines or timelines can you impose? We will use case law and EEOC guidance to illustrate best practices for employers when responding to employees who make vague references to a disability and/or are uncooperative during the interactive process.

    Employees often make vague references to a disability or impairment, fail to identify reasonable accommodations, and are not cooperative throughout the Americans with Disabilities Act (ADA) interactive process. Yet employers are uncomfortable discussing medical issues and encouraging employees to get the information the employer is entitled to for accommodation requests. In this session, we will cover the do's and don'ts of working with an uncooperative, uninformative employee. What can you ask? What medical information can you require? What deadlines or timelines can you impose? We will use case law and EEOC guidance to illustrate best practices for employers when responding to employees who make vague references to a disability and/or are uncooperative during the interactive process.

    • Learn how to train supervisors to engage with employees needing an accommodation, including what questions may be asked, when an employee only provides partial or limited information.
    • Understand practical tools and tactics on handling an employee who refuses to meet with Human Resources, a manager and/or return phone calls to discuss accommodations,
    • Learn how to suggest appropriate reasonable accommodations to an employee even if the employee does not suggest or offer any such accommodations or refuses to accept any reasonable alternative accommodation

  • Contains 2 Component(s), Includes Credits

    No matter the size, scope, or location of your company, you will encounter a scenario when an employee is on a single leave of absence that is covered by more than one law. Your challenge is to determine which aspect of each law takes precedence over the others. A single absence could be a qualified event under the federal Family and Medical Leave Act, workers' compensation, state paid or unpaid family and medical leave laws, and/or a disability program. Add the Employee Retirement Income Security Act or the Americans with Disabilities Act into the mix, and you have a minefield of rules and regulations that may be tricky to traverse. During this interactive hour, we'll walk you through real-life complex scenarios that we see every day -- leaving you better educated and feeling confident you have the knowledge and resources you need when you come across these challenging situations.

    No matter the size, scope, or location of your company, you will encounter a scenario when an employee is on a single leave of absence that is covered by more than one law. Your challenge is to determine which aspect of each law takes precedence over the others. A single absence could be a qualified event under the federal Family and Medical Leave Act, workers' compensation, state paid or unpaid family and medical leave laws, and/or a disability program. Add the Employee Retirement Income Security Act or the Americans with Disabilities Act into the mix, and you have a minefield of rules and regulations that may be tricky to traverse. During this interactive hour, we'll walk you through real-life complex scenarios that we see every day -- leaving you better educated and feeling confident you have the knowledge and resources you need when you come across these challenging situations.

    • In this presentation, attendees will gain an understanding of how a single absence can qualify for multiple leave laws and / or paid benefits.
    • In this presentation, attendees will be lead through real scenarios to learn how to apply concurrent laws/benefits.
    • In this presentation, attendees will learn how to prioritize laws / benefits that differ to determine which takes precedence over another.

  • Contains 2 Component(s), Includes Credits

    Employers continue to receive religious accommodation requests at unprecedented levels. The requests can come in the form of requests for time off work, modified schedules, and accommodations for an ever-expanding array of culturally-driven requests. Many employers feel comfortable processing ADA accommodation requests but find the law governing religious accommodation requests mysterious and challenging. During this session, we will discuss the basic principles underlying Title VII standards governing religious accommodation requests and help you hone your understanding of religious accommodation and refine accommodation approaches for this important EEOC compliance obligation.

    Employers continue to receive religious accommodation requests at unprecedented levels. The requests can come in the form of requests for time off work, modified schedules, and accommodations for an ever-expanding array of culturally-driven requests. Many employers feel comfortable processing ADA accommodation requests but find the law governing religious accommodation requests mysterious and challenging. During this session, we will discuss the basic principles underlying Title VII standards governing religious accommodation requests and help you hone your understanding of religious accommodation and refine accommodation approaches for this important EEOC compliance obligation.

    • Understand federal standards governing religious accommodations and how they differ from some state standards
    • When beliefs are "religious"
    • Requirements that religious beliefs are "sincerely-held"
    • The current meaning of undue hardship in the religious accommodation context
    • Best practices to follow when handling these requests