Workers’ Comp, FMLA, and ADA

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An employee is injured at work. Workers’ compensation laws will likely apply, but will the time the employee is off work also be protected by the Family and Medical Leave Act (FMLA)? If, when the employee returns to work, restrictions are involved, what are your obligations? Do you need to consider the restrictions? What about light duty? Does the Americans with Disabilities Act (ADA) come into play? What protections do each of these laws provide? How can employers handle such situations?

It’s entirely possible that all three of these laws can concurrently apply to a particular employee’s situation. As a result, employers must be careful to analyze the circumstances of an individual employee separately under each of the laws before considering how they might interact. Understanding the interplay can be very difficult. Because of the complexity of each law, the interplay between workers’ compensation, ADA, and FMLA, and the potential for lawsuits resulting from violating them, it’s important to understand what employers need to do to comply.

This webcast will explain:

• Which employers must comply with workers’ compensation, the FMLA, and the ADA?
• What constitutes a workers’ compensation claim, a serious health condition under the FMLA, and a disability under the ADA.
• When to designate FMLA leave and how it can relate to employees off work due to a workers’ compensation injury/illness.
• The job restoration protection under FMLA and how it may affect employees returning to work after a workers’ compensation injury/illness.
• Reasonable accommodations under ADA that may afford the employee additional leave.
• How an employee can be covered under all three laws at once.

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Related Content

The Americans with Disabilities Act (ADA)

Family and Medical Leave Act (FMLA)

Workers’ compensation