When does an employee’s request for leave qualify under the FMLA? When must an employer provide reasonable accommodations under the ADA or PWFA? How does Title VII’s prohibition on discrimination apply to pregnancy, disability, and religious accommodation requests? And what should employers do when multiple laws apply to the same situation?

Understanding and complying with the Americans with Disabilities Act (ADA) can be challenging on its own. When the Family and Medical Leave Act (FMLA) and workers’ compensation are also involved, determining how these laws overlap and apply can become even more complex.

Several misconceptions surrounding the ADA, FMLA, and workers’ compensation can create confusion and increase the risk of noncompliance.

ADA

Some believe the ADA is frequently misused by employees with vague complaints or diagnoses. In reality, the ADA requires employers to provide reasonable accommodations to qualified individuals with disabilities unless doing so would impose an undue hardship on the employer.

FMLA

Some employers assume employees must specifically request FMLA leave to be eligible, while others believe intermittent or reduced-schedule leave can be denied simply because it disrupts workplace operations. However, the FMLA provides eligible employees with job-protected leave for qualifying family and medical reasons, including certain serious health conditions.

Title VII of the Civil Rights Act

Employers must also understand how Title VII’s protections against discrimination intersect with accommodation obligations involving pregnancy, disability, and religious practices. Navigating these overlapping requirements is essential to reducing legal risks and ensuring compliance.

Learn how to interpret these laws, manage overlapping obligations, and avoid common compliance pitfalls while making informed, legally sound workplace decisions.

• Learn the differences between the FMLA, ADA, and Workers’ Compensation requirements
• Learn how the reasonable accommodation interactive process can help navigate the ADA regulations
• Learn how FMLA can overlap with the ADA
• Learn how the Workers’ Compensation Insurance has its own requirements in the workplace
• Learn how to provide a summary of the various types of federal, state and local employee leave and disability laws that may be in play when an employee (or their family member) requires time away for medical reasons
• Learn how these laws will commonly overlap and interact
• Learn the challenges faced by multi-state employers in administering disability and leave laws
• Learn the highlights, common pitfalls, and misconceptions that may increase the risk of employer liability

Violations of federal employment laws can expose organizations to significant financial penalties, legal consequences, and potential criminal sanctions. Navigating overlapping regulations can be complex, and even minor compliance gaps may create substantial legal risks. This training will provide practical guidance, essential tools, and valuable resources to help you understand your obligations, manage compliance challenges, and meet federal regulatory requirements with confidence.

• All Employers
• Payroll Administrators
• Business Owners
• Company Leadership
• Compliance professionals
• HR Professionals

During the Q&A session following the live event, ask a question and get a direct response from our expert speaker.

Important Notice for Our “Live” Attendees: If you have enrolled in the “Live Webinar,” you will get your instruction kit before 24 hours of the live class.

For Recorded and E-transcript Participants: If you have signed up for the “Recorded” class or for the “E-transcript,” you will get access to the “Recording link” or the “PDF” within 24-48 hours of the live class.

SPEAKER

MARGIE FAULK

Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for Federal Defense Contracting Industry, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.

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