Employers want employees to return to work from their occupational injuries in the least amount of time away from work.
Studies show that the employee will more likely make a full recovery and continue working a long and productive work life if they return in the least amount of time, but returning to work often carries with it restrictions, disabilities, obligations, and frustrations (on both sides).
Such situations require careful assessments and knowledge of all the elements necessary to fit together what often seems like a complicated puzzle. Leaving out an assessment of employer obligations of just one piece of such a puzzle can have serious ramifications. And that's where this training session can help.
- Learn how to have an organized, simple, and documented assessment process to accommodate returning employees to work who have not fully recovered from occupational injuries.
- How the ADA interacts with WC injuries
- How to structure an ADA accommodation conversation
- Key differences between occupational vs non-occupational injuries
- Why light duty is not FMLA
- Do you have to "make" a job?
- Keeping the employee from reinjuring or exacerbating their injury Why FMLA reduced schedule or intermittent leave should be part of your WC program
- Other FMLA issues you have to consider
- How do state leave rules fit in?
- Short term accommodations vs. long-term job restructuring
Who Will Benefit
- HR department
- Return-to-work employees requiring ADA accommodtions
- Benefits coordinators
- Compliance department
- Attorneys dealing with ADA accommodations
Ann Kiernan is an attorney who focuses on preventive law for employers. As part of her commitment to helping management create fair and respectful workplaces and prevent costly employee lawsuits, Ann presents in-person workshops and online classes on managing within the law, corporate compliance, legal pitfalls in e-mail and internet use, harassment prevention, wage and hour issues, legal and effective hiring, and workplace violence prevention for employers large and small, around New Jersey and around the country.
This program has been approved for 1.5 re-certification credit hours for HRCI's PHR and SPHR designations through the HR Certification Institute. It is also valid for 1.5 Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP designations.