2022 DMEC Virtual Compliance Conference: The Provider Says No Overtime- ADA and FMLA Compliance in the Face of Scheduling Challenges

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.