Sat July 20, 2019
With Liberty, Justice and the Interactive Process for All (Seminar)
SEE EVENT DETAILS
Qualifies for 5 General HRCI Recertification Credits (approval pending) / 5 SHRM PDCsPrice: Member $195 / General $245 / Join Now $397.97 (Includes a 1-year membership to NCHRA)Includes lunch.
SUMMARY
What exactly do you need to know as an HR practitioner of the ADAAA, FEHA, FMLA and CFRA in order to fulfill those sticky obligations owned, unequivocally, by your employer? Do all the provisions of each of these laws matter equally, or might there be hidden corners of compliance respite? Recognition of all applicable laws and statures, and engagement of their practical applications both timely and in good order demands both art and science of the HR practitioner.
This interactive seminar promises to sort out, and will repeatedly clarify this tapestry of obligations with humor. The presenters will provide a lively, participatory opportunity to practice knowledge and skills in this session. You will get to participate in scenario exercises, such as role play to guess what’s going on, as well as live examples of cross examining! Simple procedural guidance will be offered, coached and reiterated, and handy resources will be given out to carry back to the office.
After participating, you will gain:
Knowledge and appreciation of the historical framework underlying our practical fulfillment in American and Californian workplaces of the ADAAA and FEHA, fulfillment of FMLA and CFRA obligations and Workers Compensation statutes.
Understanding of how employer representatives may best engage successfully in the Interactive Process for Reasonable Accommodation, particularly in California.
Fulfilling the spirit as well as the letter of our federal and state preventive disability discrimination laws; exercising the “Good Faith” component of the Interactive Process.
In the afternoon part of the seminar, join us as we take a look at how the Employer-Employee-Healthcare Provider communications is the juggernaut of how medical opinion is sought, usually for clarification of what an affected employee may safely do, or what s/he should avoid doing in the workplace. This opinion may be required to temporarily and safely modify work activities; to temporarily adjust the work schedule of, or tools used by the employee. Medical opinion may be needed, or may greatly help an employer negotiate with their affected employee a medically suitable reasonable accommodation. We’ll discuss how these three stakeholders may best engage when a disclosed disability (for which accommodation is sought) is “hidden” with no clear indication of functional impairment present, to guide the discussion of Reasonable Accommodation with a sure hand. Compliance with legal boundaries in (protected) communications coupled with compassionate engagement within those boundaries is our goal.
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SUMMARY
What exactly do you need to know as an HR practitioner of the ADAAA, FEHA, FMLA and CFRA in order to fulfill those sticky obligations owned, unequivocally, by your employer? Do all the provisions of each of these laws matter equally, or might there be hidden corners of compliance respite? Recognition of all applicable laws and statures, and engagement of their practical applications both timely and in good order demands both art and science of the HR practitioner.
This interactive seminar promises to sort out, and will repeatedly clarify this tapestry of obligations with humor. The presenters will provide a lively, participatory opportunity to practice knowledge and skills in this session. You will get to participate in scenario exercises, such as role play to guess what’s going on, as well as live examples of cross examining! Simple procedural guidance will be offered, coached and reiterated, and handy resources will be given out to carry back to the office.
After participating, you will gain:
Knowledge and appreciation of the historical framework underlying our practical fulfillment in American and Californian workplaces of the ADAAA and FEHA, fulfillment of FMLA and CFRA obligations and Workers Compensation statutes.
Understanding of how employer representatives may best engage successfully in the Interactive Process for Reasonable Accommodation, particularly in California.
Fulfilling the spirit as well as the letter of our federal and state preventive disability discrimination laws; exercising the “Good Faith” component of the Interactive Process.
In the afternoon part of the seminar, join us as we take a look at how the Employer-Employee-Healthcare Provider communications is the juggernaut of how medical opinion is sought, usually for clarification of what an affected employee may safely do, or what s/he should avoid doing in the workplace. This opinion may be required to temporarily and safely modify work activities; to temporarily adjust the work schedule of, or tools used by the employee. Medical opinion may be needed, or may greatly help an employer negotiate with their affected employee a medically suitable reasonable accommodation. We’ll discuss how these three stakeholders may best engage when a disclosed disability (for which accommodation is sought) is “hidden” with no clear indication of functional impairment present, to guide the discussion of Reasonable Accommodation with a sure hand. Compliance with legal boundaries in (protected) communications coupled with compassionate engagement within those boundaries is our goal.
Qualifies for 5 General HRCI Recertification Credits (approval pending) / 5 SHRM PDCsPrice: Member $195 / General $245 / Join Now $397.97 (Includes a 1-year membership to NCHRA)Includes lunch.
SUMMARY
What exactly do you need to know as an HR practitioner of the ADAAA, FEHA, FMLA and CFRA in order to fulfill those sticky obligations owned, unequivocally, by your employer? Do all the provisions of each of these laws matter equally, or might there be hidden corners of compliance respite? Recognition of all applicable laws and statures, and engagement of their practical applications both timely and in good order demands both art and science of the HR practitioner.
This interactive seminar promises to sort out, and will repeatedly clarify this tapestry of obligations with humor. The presenters will provide a lively, participatory opportunity to practice knowledge and skills in this session. You will get to participate in scenario exercises, such as role play to guess what’s going on, as well as live examples of cross examining! Simple procedural guidance will be offered, coached and reiterated, and handy resources will be given out to carry back to the office.
After participating, you will gain:
Knowledge and appreciation of the historical framework underlying our practical fulfillment in American and Californian workplaces of the ADAAA and FEHA, fulfillment of FMLA and CFRA obligations and Workers Compensation statutes.
Understanding of how employer representatives may best engage successfully in the Interactive Process for Reasonable Accommodation, particularly in California.
Fulfilling the spirit as well as the letter of our federal and state preventive disability discrimination laws; exercising the “Good Faith” component of the Interactive Process.
In the afternoon part of the seminar, join us as we take a look at how the Employer-Employee-Healthcare Provider communications is the juggernaut of how medical opinion is sought, usually for clarification of what an affected employee may safely do, or what s/he should avoid doing in the workplace. This opinion may be required to temporarily and safely modify work activities; to temporarily adjust the work schedule of, or tools used by the employee. Medical opinion may be needed, or may greatly help an employer negotiate with their affected employee a medically suitable reasonable accommodation. We’ll discuss how these three stakeholders may best engage when a disclosed disability (for which accommodation is sought) is “hidden” with no clear indication of functional impairment present, to guide the discussion of Reasonable Accommodation with a sure hand. Compliance with legal boundaries in (protected) communications coupled with compassionate engagement within those boundaries is our goal.
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SUMMARY
What exactly do you need to know as an HR practitioner of the ADAAA, FEHA, FMLA and CFRA in order to fulfill those sticky obligations owned, unequivocally, by your employer? Do all the provisions of each of these laws matter equally, or might there be hidden corners of compliance respite? Recognition of all applicable laws and statures, and engagement of their practical applications both timely and in good order demands both art and science of the HR practitioner.
This interactive seminar promises to sort out, and will repeatedly clarify this tapestry of obligations with humor. The presenters will provide a lively, participatory opportunity to practice knowledge and skills in this session. You will get to participate in scenario exercises, such as role play to guess what’s going on, as well as live examples of cross examining! Simple procedural guidance will be offered, coached and reiterated, and handy resources will be given out to carry back to the office.
After participating, you will gain:
Knowledge and appreciation of the historical framework underlying our practical fulfillment in American and Californian workplaces of the ADAAA and FEHA, fulfillment of FMLA and CFRA obligations and Workers Compensation statutes.
Understanding of how employer representatives may best engage successfully in the Interactive Process for Reasonable Accommodation, particularly in California.
Fulfilling the spirit as well as the letter of our federal and state preventive disability discrimination laws; exercising the “Good Faith” component of the Interactive Process.
In the afternoon part of the seminar, join us as we take a look at how the Employer-Employee-Healthcare Provider communications is the juggernaut of how medical opinion is sought, usually for clarification of what an affected employee may safely do, or what s/he should avoid doing in the workplace. This opinion may be required to temporarily and safely modify work activities; to temporarily adjust the work schedule of, or tools used by the employee. Medical opinion may be needed, or may greatly help an employer negotiate with their affected employee a medically suitable reasonable accommodation. We’ll discuss how these three stakeholders may best engage when a disclosed disability (for which accommodation is sought) is “hidden” with no clear indication of functional impairment present, to guide the discussion of Reasonable Accommodation with a sure hand. Compliance with legal boundaries in (protected) communications coupled with compassionate engagement within those boundaries is our goal.
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Date/Times:
747 Market Street, 4th Floor, San Francisco, CA 94103
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