This information-packed webinar will guide you through the steps every HR professional must follow to remain compliant, including:
- Tips to help you navigate the Pregnancy Discrimination Act (PDA), Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA)
- Which pregnancy-related ailments must be treated as disabilities
- What is considered a legal accommodation for a pregnant employee’s physical limitations
- Rules for employee return to work, and how to follow them
- How to discipline or fire a pregnant employee without getting sued
Our expert faculty will bring you up-to-date on the latest laws, court rulings and best practices for accommodating expectant and new parents.
- Best practices for accommodations after an employee returns to work
- How to avoid pregnancy-bias claims when hiring
- Real-world examples of how to handle sick leave requests, light-duty, and break time for lactating employees
- FMLA rules for surrogate pregnancies
- Latest cases and court rulings related to workplace pregnancy
Product ID: 15060
Plus, you get Managing Intermittent FMLA Leave: Best Practices for Intermittent Leave – a $249 value – FREE!
Jam-packed with compliance guidelines, this comprehensive, 101 page guide provides easy-to-understand FMLA guidance, including:
- FMLA Basics
- FMLA Amendments: Highlights of Recent Changes
- Types of FMLA Leave
- FMLA Certification Forms
- Medical Certification – Clarification and Authentication
- Second and Third Opinions
- Periodic Recertification
- Intermittent Leave Under the FMLA
- Intermittent Leave: Employer’s Rights
- Intermittent Leave: The ADA and “Reasonable Accommodation”
- Intermittent Leave: Calculating Leave
- Tracking and Administering Intermittent Leave
Find out how to limit your legal exposure and ensure you’re in compliance!
Learn How to Effectively Manage & Legally Accommodate Pregnant Employees!Get it on demand now
Maria Greco Danaher
Shareholder Pittsburgh, Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
Maria Greco Danaher regularly represents and counsels companies in employment related matters. She specializes in representing management in labor relations and employment litigation, and in training, counseling, and advising human resource departments and corporate management on these topics. Maria has first chaired trials in both federal and state courts since 1986, and regularly instructs attorneys and students in issues related to trial tactics.
In addition to her litigation experience, Maria regularly acts as a “neutral” for the local federal court’s Alternative Dispute Resolution Program, and was a co-drafter of the local rule related to ADR. She counsels and trains companies on dispute resolution procedures and facilitative communication, and is a member of the firm’s Diversity Steering Committee. Maria also writes regularly for HR News, a monthly publication of the Society for Human Resource Management, and is on the Advisory Board of “You & the Law,” a publication of the National Institute of Business Management. She is a regular contributor to the Allegheny County Bar Association's Lawyer's Journal. She is a presenter for Pennsylvania Bar Institute continuing legal education programs, and is an adjunct professor for the University of Pittsburgh School of Law, and has been named one of the “Best Lawyers in America.”
Katherine Dudley Helms
Office Managing Shareholder Columbia, Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
Ms. Helms has extensive experience representing clients in employment matters as varied as the practice offers. She has represented companies and individuals in both the private and public sectors ranging from production line supervisors to company executives. Having represented clients in forums from mediation to the United State Supreme Court allows Ms. Helms the perspective and knowledge to work closely with her clients to offer creative solutions to age old problems. Ms. Helms frequently guides clients to take what is learned through administrative complaints and/litigation to address and correct systemic problems that may have resulted in the allegations. Her intent is to use the experience to better help the client avoid repeated problems. Partnering with her clients to understand their business better enables Ms. Helms to address their legal needs, keeping in mind the realities of the client’s business demands. Ms. Helms represents her clients not only in litigation but in active preventative maintenance, interaction, and intervention designed to create a workplace in which litigation is the exception, rather than the rule.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”
C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.