The last two years have been a whirlwind of change and challenges for absence and disability management professionals. In this session, we'll review top ADA and FMLA court decisions as well as new legislation and executive orders that shaped the workplace in 2021. We'll also take a look at what's next for your organization and answer some pressing questions around ongoing pandemic considerations as we move into 2022 and beyond.

• Identify the emerging FMLA and ADA issues gaining the courts' attention.
• Learn practical steps attendees can take to minimize FMLA and ADA liability.
• Address ongoing and future pandemic considerations for every employer.

Your employee provides a medical certification that says they cannot work overtime. Or that they can only work eight-hour shifts when the weekly schedule is four 10-hour shifts. Increasingly, employees are notifying their employers of medical restrictions that preclude working overtime or limit work during normal shift hours. This presents employers with challenges related to scheduling, productivity, interruption of business operations, fairness to other employees, and much more! In this session, we?ll identify FMLA and ADA issues employers face when overtime or scheduling becomes an issue such as calculating FMLA entitlement and usage or determining whether overtime is an essential function under the ADA. We'll explore the steps an employer can take to deal with no overtime or other scheduling restrictions, and what options are available when it seems like there are none.

• Understand the impact of overtime - mandatory or voluntary - on employees' ADA and FMLA rights.
• Learn how to assess scheduling requests under the ADA and FMLA.
• Equip yourself with tools to address scheduling requests to protect productivity but honor employee ADA and FMLA rights.

The job accommodation and ADA compliance bar has dramatically risen, requiring a higher level of competence, ADA analysis, and engagement in the interactive accommodation process. Level up your ADA and accommodation game and learn practical ways to master complex accommodation and ADA situations. In this session, we'll share expert guidance on conducting the interactive process, addressing performance issues, modifying workplace policies, managing leave and attendance, and providing reasonable accommodations in a post-pandemic world.

• Identify and master complex accommodation and ADA interactive process challenges
• Take away guidance provided by the Equal Employment Opportunity Commission (EEOC) to inform accommodation practices and comply with relevant laws
• Take away guidance provided by the Equal Employment Opportunity Commission (EEOC) to inform accommodation practices and comply with relevant laws
• Recognize JAN as a partner in the interactive accommodation process and disability inclusion efforts
• Examine internal policies and practices to resolve ADA and accommodation challenges

One of the most vexing challenges for employers under the FMLA is managing intermittent leave. Intermittent leave must also be managed under many other laws, including the ADA, even more paid family and medical leave laws, and pregnancy accommodation laws. In this session, we will examine tricky intermittent leave scenarios and provide common sense compliance solutions. We'll also explore tools available to employers under the FMLA to manage intermittent leave abuse, including recertification and enforcement of call-in procedures. Through lively discussion and debate, you?ll discover the pros and cons of various approaches to intermittent leave management.

• Learn to identify when intermittent leave applies under the FMLA, ADA, and other state and local leave laws.
• Review challenging scenarios involving intermittent leave and hear common sense compliance solutions.
• Learn about how to properly use recertification and/or call-in procedures to help control intermittent leave.

Leave management is hard work, and when addressing excessive leave use, abuse, and misuse, that job gets even tougher! From perceived FMLA manipulation to employees attempting to leverage psychological stressors for a job change, it can be difficult to differentiate between personal medical needs and personal preferences. How do organizations manage leave and minimize the financial impact of excessive leave usage? In this session, explore proven strategies and methods, which have been implemented in more than 200 organizations across the U.S. You'll define your objectives, determine your leave management team's approach, and walk away ready to consistently apply an effective practice.

• Gain a legal (and practical) understanding of FMLA and other pertinent law including ADA, FEHA, CFRA, and HIPAA
• Understand how to start and continue a leave management program including understanding a process to employ, as well as be provided templates that can be used in their own organization
• Learn about tools employers can use to combat FMLA abuse including recertification and 2nd and 3rd opinions.