This presentation will provide guidance to employers when dealing with their more difficult FMLA and Wisconsin FMLA (WFMLA) issues including conjunction with the ADA, Work Comp, WFEA, etc.
Even if you are a seasoned FMLA administration professional, this course will expand your knowledge through discussion of:
- ADA - running concurrent with FMLA, then ADA “kicking in” to protect the employee after FMLA expires
- Work Comp – running concurrent with FMLA (note WFMLA), and what happens to benefits and job protection after FMLA expired but the employee remains out on Work Comp
- FMLA and light duty programs
- Difference in opinions between doctors as to whether or not an employee can work – while waiting for 2nd and 3rd opinions, does the employer have to treat the employee as being covered under the FMLA?
- Social Media – review of recent court cases
- Other recent court cases
- Current status of any proposed legislation changes
We are excited to welcome Bob Gregg of Boardman Clark Law Offices to join us in presenting this program.
Presented by: Bob Gregg
Attorney - Boardman Clark Law Offices
Bob Gregg is an employment relations attorney with more than 30 years of experience representing clients on complex issues.
Bob litigates a wide variety of employment cases on behalf of employers, including discrimination, wage, and hour, FMLA, ADA, unfair discharge, contracts, privacy, and more. His main emphasis is helping employers achieve enhanced productivity, creating positive work environments, and resolving employment problems before they generate lawsuits. Bob conducts proactive management seminars throughout the United States to teach supervisors how to recognize issues and avoid liability.
Bob is nationally recognized for his work on respectful workplace education, employment and service provision, and has helped numerous public and private employers. As a founding faculty member of the Department of Defense Race Relations Institute, he developed anti-discrimination programs for military bases worldwide. As Chief Equal Rights Officer for the Wisconsin Personnel Commission, he was responsible for implementing some of the first anti-harassment and anti-bullying policies and practices in the United States.
Bob’s practice also has a special focus in documentation issues. He served as the Chief Investigator for the Wisconsin Personnel Commission. He is retained to conduct high level, sensitive investigations for both public and private sector organizations. Bob trains HR staff, security personnel, and civil investigators in the concepts of properly investigating employment issues.