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IUB Legal Compliance Refresher Part 2 is a Course

IUB Legal Compliance Refresher Part 2

Dec 10 - May 31, 2019


Full course description

This is a 3 hour class. This is a 2-Part Series.You must complete Part 1 and Part 2. 

Legal Compliance Refresher Series Part 2 will cover Worker's Comp, FMLA, and ADA. 

Worker’s Compensation
Supervisors will be updated on any changes in reporting procedures for work related injuries. We will emphasize the importance of the supervisor’s role in explaining the policies and procedures to their employees. We will discuss the employee’s responsibility on compliance of medical care and when benefits are denied for non-compliance and the supervisor’s part in this process.

The Family Medical Leave Act had not changed in well over a decade, but starting in 2008, times of change have been the norm. The 2008 change expanded coverage on FMLA, including eligibility and entitlements. New military family leave policies involving military caregiver leave and qualifying exigency leave were added. Most recently, in October 2009, President Obama signed into law changes to provisions expanding FMLA. These changes affect the recently created military family leave provisions of the FMLA by broadening the availability of qualifying exigency leave and service member caregiver leave. Under the new law, more employees may be eligible for these types of leave. Employers need to be familiar with these changes and revise their policies and forms to reflect the new law.

Since the inception of the Legal Compliance Series the definition of disability under the ADA has broadened placing a greater emphasis on the requirement to provide reasonable accommodations to employees with disabilities. Critical to this endeavor is the “interactive process”, of which supervisors play a critical role. In this session, supervisors will:

  • learn how the Americans with Disabilities Amendments Act changes the landscape when managing employees with disabilities in the workplace
  • review the supervisor’s role throughout the interactive process and identify key resources
  • discuss other discrimination concerns when carrying out supervisory responsibilities, such as in hiring, promoting, assigning duties and harassment.

Offered by IU Human Resources (HR)


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