Description
HRCI & SHRM Approved Webinar | CEUs = 1.5 Credit Hours
Overview:
What happens when a workplace injury also qualifies for FMLA, an employee exhausts FMLA but still needs an ADA accommodation, or a pregnancy-related limitation triggers PWFA, ADA and Title VII protections? When multiple employment laws apply to the same employee, handling one obligatio n without considering the others can create significant compliance, discrimination, retaliation and litigation risks.
This practical webinar provides HR professionals, managers and employers with a framework for navigating the overlap between ADA, FMLA, Workers’ Compensation, Title VII, PWFA and other applicable protections, with a focus on interactive processes, leave and accommodation decisions, return-to-work issues, performance concerns and investigating suspected abuse.
What will You Learn:
- Understanding Each Law Compliance in 2026
- FMLA — leave entitlements, eligibility, intermittent leave, medical certification.
- ADA — reasonable accommodations, disability definitions, interactive process.
- PWFA — pregnancy-related accommodations and overlap with ADA/PDA.
- Title VII — discrimination, harassment, and retaliation protections.
- Workers’ Comp — injury-related leave, return-to-work restrictions, wage replacement, and interaction with other laws.
- Understand how ADA, FMLA, Workers’ Compensation, Title VII and PWFA can apply to the same employee and situation
- Identify which laws may be triggered by a medical condition, workplace injury, pregnancy, leave request or accommodation request
- Understand why FMLA eligibility does not automatically determine ADA or other legal protections
- Navigate situations where FMLA leave and ADA reasonable accommodation obligations overlap
- Understand when an employee may be entitled to additional leave after FMLA is exhausted
- Learn how to conduct a legally appropriate ADA interactive process
- Determine what information HR can request from employees and healthcare providers
- Evaluate reasonable accommodations, modified schedules, job restructuring and light-duty/modified-duty arrangements
- Understand the intersection between Workers’ Compensation restrictions and ADA accommodation obligations
- Navigate pregnancy-related situations involving Title VII/PDA, PWFA, ADA and FMLA
- Recognize potential discrimination, retaliation and interference risks when administering leave or accommodations
- Understand how state and local leave and accommodation laws can add another layer of obligations
- Identify red flags suggesting leave, accommodation or Workers’ Compensation abuse
- Learn how to investigate suspected abuse without automatically treating an employee as dishonest or engaging in unlawful retaliation
- Understand what documentation HR should maintain throughout the leave, accommodation and investigation process
- Handle conflicting medical restrictions, second opinions and changing work limitations
- Make better return-to-work and fitness-for-duty decisions
- Determine when HR should escalate a situation to legal counsel or another appropriate specialist
Why You should Attend:
- Because “FMLA Exhausted” Does Not Always Mean “Protections End”
- Because Return-to-Work Decisions Can Create Risk
- Because the Interactive Process Cannot Be Treated as a Checklist
- Because Suspected Abuse Requires More Than Suspicion
- Because State Laws Can Add Another Layer
- Because one employee can trigger multiple laws at the same time.
A workplace injury can become a Workers’ Compensation, FMLA and ADA issue. A pregnancy-related limitation can involve Title VII, PWFA, ADA and FMLA. And an accommodation or leave dispute can quickly develop into a discrimination or retaliation allegation. State and local leave, accommodation and employee-protection laws may provide additional or greater protections than federal law.
This webinar will help HR professionals move beyond treating each law as a separate compliance box and instead understand how the laws interact when managing real employees and real workplace situations.
Who should Attend:
- HR Managers and HR Directors
- Human Resources Professionals
- Benefits and Leave Administrators
- Payroll Professionals involved in leave administration
- Workers’ Compensation Administrators
- Risk Management Professionals
- Employee Relations Professionals
- Compliance Officers
- Employment Law Professionals
- Supervisors and Managers responsible for employees on leave
- Small Business Owners and Employers
- Anyone responsible for ADA accommodations, FMLA administration or return-to-work decisions
