With Liberty, Justice and the Interactive Process for All (Seminar)
Wednesday, July 10, 2019
Registration 9:00 - 9:30am
Program 9:30am - 3:30pm (lunch will be provided)
Qualifies for 5 General HRCI Recertification Credits (approval pending) / 5 SHRM PDCs
Price: Member $195 / General $245 / Join Now $397.97 (Includes a 1-year membership to NCHRA)
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.
ABOUT THE PRESENTERS
>> Robin M. Nagel, MS, CDMS, Managing Principal Consultant, Full Circle Interdiscipinary (FCI) Consulting
Robin M. Nagel, MS, CDMS is a highly respected California strategist and ADAAA/FEHA Compliance practitioner in Work Disability Prevention and Management. As founder and Managing Principal of Full Circle Interdisciplinary (FCI) Consulting, she provides evidence-based, compliant practices in ADAAA/FEHA fulfillment. Often intertwined with FMLA/CFRA requests and practices, Robin will assess the employer’s overlapping obligations while providing just-in-time guidance modeling of dispute intervention processes for effective management of disability LOAs. Robin’s advisory services enable employers to fulfill multi-faceted HR obligations while facilitating improved workplace efficacy.
A long-established author and educator in this interdisciplinary field, Robin has served employers and legal counsel as an expert witness for 30+ years in countless workplace disability matters, ADAAA/FEHA compliance and complex (protected) leave-of-absence management matters.
>> Jennifer Redmond, Partner in the Labor and Employment Practice Group, Sheppard Mullin Law Group
Ms. Redmond specializes in executive disputes and negotiations, negotiating and litigating restrictive covenants, trade secrets litigation, whistleblower litigation, and wage and hour class action litigation. She writes regularly on the topic of restrictive covenants in California and assists in the structuring of transactions and relationships to support the use of restrictive covenants. She has significant experience in the technology, financial services, entertainment, drug distribution, and national multi-housing industries.
Ms. Redmond's general employment experience includes counseling employers on enforcement of non-solicitation and non-compete agreements, protection of trade secrets, wage and hour compliance, WARN Act compliance, family and medical leave compliance, disability accommodation, and employee housing, among other topics; assisting in the design and implementation of restructuring and downsizing programs; mediating employment disputes; training management and employees on harassment and discrimination prevention on compliance with wage and hour obligations.
Cancellations received less than seven calendar days from the program date are not refundable. If cancellation within seven days of the program is unavoidable, a credit for a future event will be granted, minus a $75 administration fee ($15 for regional meetings). Credits must be used within one year of issue. A substitute attendee is allowed at the applicable NCHRA member/non-member rate in lieu of credit. Separate cancellation policies apply for the HR West Conference and Certification Preparation Courses.