Learn to determine when an employee's medical leave should shift from FMLA to ADA and how to avoid abuse issues while remaining compliant with state and federal laws.
There is a conflicting and confusing patchwork of federal, state and local laws respecting an employer's obligation to provide leaves of absences. In many instances, an employer may be obliged to provide more than the12 weeks of unpaid leave contemplated by the federal Family and Medical Leave Act. Many questions arise including about how much leave must be given, whether it is paid or unpaid and what rights, if any, do employers have to deny or restrict leave. This topic will explore these issues and others.
Agenda
Faculty
Gregory B. Reilly, Esq.
Bond Schoeneck & King PLLC
- Member at Bond, Schoeneck & King
- Experienced litigator and counselor with over 30 years of experience practicing labor and employment law
- Represents employers ranging from small businesses to Fortune 500 companies in a variety of industries, including healthcare, hospitality, retail, and staffing
- Extensive experience in all aspects of labor and employment law including wage and hour laws, wrongful termination, non-compete and non-solicitation litigation, class and collective action lawsuits, and litigation involving discrimination and workplace harassment, among other employment issues
- Represents employers in federal and state courts as well as before administrative agencies such as the Equal Employment Opportunity Commission
Aisling M. McAllister, Esq.
Bond Schoeneck & King PLLC
- Senior Counsel, Employment & Labor Practice Group
- Experienced labor and employment litigator and counselor
- Represents employers on a wide range of issues including leaves of absences under FLMA, ADA, and other state and local laws; discrimination and harassment violations; and wage and hour issues
- Has clients in a variety of industries including health care, hospitality, staffing, accounting, nonprofit and retail
- Can be contacted at 646-253-2309 or [email protected]
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