Description

RECORDED TRAINING COURSE

Moving from Legal Overlap to Real-World Leave Risk Management

In our prior program on navigating the overlap between FMLA, ADA, and Workers’ Compensation, we examined how these laws intersect and what they require.

This session addresses the next, more difficult question:

How do you manage leave when concerns arise about misuse without creating legal exposure? 

During the earlier session, many participants asked:

• How long do we have to hold someone’s job open?
• When does FMLA end but ADA obligations continue?
• What if restrictions never change?
• What can we do if we suspect leave abuse and what crosses the line?

This program builds on those questions and focuses on the practical realities of identifying, addressing, and preventing employee leave abuse while staying within the law.

If you did not attend the prior session, this training stands fully on its own and dives directly into the operational and risk-management side of leave administration.

Whether You’re Addressing Concerns or Working to Prevent Them 

Some employers attend because:

• Intermittent leave patterns raise red flags
• A position has remained open longer than anticipated
• Managers believe leave may be misused
• HR wants clarity before taking action.

Others attend because they understand that leave abuse issues rarely begin as obvious misconduct. They often develop through inconsistent enforcement, weak documentation, unclear procedures, or misalignment between HR and operations.

Even if you are not currently dealing with suspected abuse, this session will help you strengthen your policies, processes, and documentation so your organization is less vulnerable if concerns arise.

Session Highlights:

This session provides a practical and legally grounded framework for addressing and preventing leave abuse while protecting your organization from claims of interference, retaliation, or discrimination.

You will learn how to:

• Define what legally constitutes leave abuse and what does not
• Recognize common red flags without jumping to unsupported conclusions
• Manage intermittent leave effectively and consistently
• Use certifications, recertification’s, and call-in procedures lawfully and strategically
• Strengthen documentation to support defensible decisions
• Navigate how long a job must be held open under FMLA and ADA
• Evaluate when extended leave may become an undue hardship
• Conduct appropriate investigations into suspected misuse
• Apply lawful discipline or termination where justified
• Reduce exposure to FMLA, ADA, and workers’ compensation claims

Why You Should Attend:

Suspected leave abuse presents a difficult balance:

• Act too quickly, and you risk liability.
• Act too cautiously, and operational strain increases.

This program equips HR professionals, leave administrators, and business leaders with practical tools to respond confidently, consistently, and defensibly.

Who Should Attend:

This program is ideal for professionals responsible for employment compliance, leave administration, and workforce management, including:

• HR Managers and Directors
• Leave and Benefits Administrators
• Business Owners and Executives
• CFOs and Controllers
• Payroll Administrators
• Operations Leaders
• Front-Line and Middle Managers

If you are responsible for approving, tracking, questioning, or advising on employee leave, this session will provide practical tools you can apply immediately.

Note: You will get access to the Recording link and E-Transcript; in your account and at your registered email address.