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
Continuing Education Accreditations
SHRM -
CEU Trainers is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit - portal.shrm.org.
HRCI -
This webinar has been approved for 1.5 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.