Purchase any WEBINAR and get
10% Off
CODE: SAVE10
T&C applicable, please referFAQ
Validity : 13th Apr'24 to 23rd Apr'24
Alcoholism and Substance Abuse in the Workplace: How Can Employers Manage Productivity with FMLA and ADA Regulations?
- What is the actual impact of FMLA and ADA when it comes to employees with A&S issues
- What federal regulations protect employees with disability issues
- What programs and resources can Employers implement to assist employees
- How can Reasonable Accommodations be a resource or a compliance problem
- What is the ADA and FMLA guidelines when it comes to employees with Alcohol and Substance abuse problems
- Learn the breakdown in regulations and policies that will protect Employers from liability with ADA & FMLA
- How can Employers with Drug-Free Workplace Programs mitigate employees with Alcohol and substance abuse issues
- How is the legalization of Marijuana impacted Employers with zero tolerance policies against alcohol and drug
- How can Employers include performance issues with employees who have returned from treatment
- Learn the strict regulations when employees are out on FMLA and ADA based on alcohol and Substance abuse
Overview of the webinar
It is important if not critical for Employers to have an in-depth understanding of the Family Medical Leave Act (FMLA) and the American with Disabilities (ADA) impacts their company when dealing with alcohol & substance abuse.The ability to manage the idiosyncrasies of the processing of FMLA & ADA and how one processing failure can result in thousands of dollars in fines & penalties, auditing by the Department of Labor (DOL), cost of investigations, loss productivity and the cost of misuse by employees. In addition, statistics shows that over 61% of Employers have difficulty managing FMLA leave and intermittent leave.
When you add the complexities of other new mandatory regulations like leave regulations, reasonable accommodation and currently or soon to be legally effective, the possibility of FMLA overlapping with the American with Disabilities Act (ADA), the increase of discrimination claims and wrongful termination allegations by employees, it is no wonder that this long time leave process is an administrative nightmare for Employers
Who should attend?
- CEO
- CFOs
- Board of Directors
- Supervisors/Manager
- Leadership & Executives
- Program Managers, Office Managers (with HR Roles)
- HR Workplace Compliance Professionals (Officers, Directors, Managers and Specialists
- Managers of Safety Committees
- Pre-Employment Testing
- Drug-Free Workplace Program employee’s conducting after accident testing
- HR Professionals
- Office Managers and/or any professional overseeing employees
- Senior HR Professionals
Why should you attend?
Alcohol and Substance use can negatively affect employers through issues such as lost productivity, absenteeism, workplace accidents and injuries, theft, low employee morale and increased illness and health care expenses. Employers and their representatives have important roles to play in managing employees with alcohol and substance abuse problems, including developing policies, training managers to recognize signs of substance abuse, guiding employees who exhibit such signs to obtain help and taking action when workplace policies are violated.
Assisting employees with substance use disorders and encouraging and supporting treatment can positively impact employers as savings can be realized from increased productivity, decreased absenteeism and decreased health care claims.
Faculty - Ms.Margie Faulk
Margie is a senior level human resources professional with over 14 years of HR management and compliance experience A current Compliance Officer for HR Compliance Solutions, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. This includes Federal Contracting in the defense, military, anti-terrorism and Apache Helicopter Training Simulations with Federal Acquisition Regulations (FAR), Federal Sentencing Guidelines (FSG) and Office of Federal Contract Compliance Program (OFCCP). Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s focus has expanded to Global Workplace Compliance in International, multi-state, multi-National, state and local workplace compliance which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico, and India, just to name a few.
Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to HR professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.
This year, Margie was selected by Alan Collins, former Vice President of Human Resources at PepsiCo, a renowned author of 8 books on HR Prosperity & Success, and founder of “Success in HR”, to be part of his Mastermind Your Way to Success in HR, “Expert Interview Series” based on her successful Webinars/Seminars on HR Compliance. Margie holds professional human resources (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management, Membership in the Society of Corporate Compliance and Ethics (SCCE).
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ 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 www.shrmcertification.org.