New regulations interpreting the Family and Medical Leave Act go into effect on January 16, 2009. These long awaited final regulations include new leave provisions to cover individuals in military service. Notice to employees of their rights under the FMLA must be included in employee handbooks or other written policy materials, and employers need to update their handbooks and manuals to comport with the new regulations.

Changes to the Americans with Disabilities Act become effective on January 1, 2009. Designed to reverse the effect of several U.S. Supreme Court decisions narrowly interpreting the statute, changes to the ADA are intended to expand protections for employees. This will require increased vigilance by employers with respect to defining essential job functions, providing reasonable accommodation and being able to prove undue hardship with respect to a requested accommodation.

This breakfast briefing will include the following topics:

I. Changes to the FMLA regulations

• Employees may take up to 26 weeks of military caregiver leave during a 12 month period

• An employee may take leave because his or her spouse, child or parent is on active duty or has been notified of a call to active duty for reasons such as childcare or financial arrangements

• The husband of a pregnant spouse may take FMLA leave to care for the spouse with severe morning sickness or other prenatal complications

• An employee on unforeseeable intermittent leave cannot be transferred to an alternate job

• An employer must provide an eligibility notice to any employee who applies for FMLA leave

• An employer will be able to contact an employee's health care provider for verification or clarification without the employee's permission

II. Changes to the ADA

• Mandates liberal (i.e., pro-employee) interpretation of statutory definitions

• Expands definition of "major life activity"

• Impairments can be considered disabling even if controlled or corrected by medication or other mitigating measures

• Impairments can be considered disabling even if only episodically active or in remission

• Expands definition of and protections for persons "regarded as" disabled but not actually disabled

Cost of briefing is $50.00

To register, click here.

Event Detail

Epstein Becker & Green, P.C.150 N. Michigan Avenue35th Flr.Chicago, IL 60601
Jump to Page

Privacy Preference Center

When you visit any website, it may store or retrieve information on your browser, mostly in the form of cookies. This information might be about you, your preferences or your device and is mostly used to make the site work as you expect it to. The information does not usually directly identify you, but it can give you a more personalized web experience. Because we respect your right to privacy, you can choose not to allow some types of cookies. Click on the different category headings to find out more and change our default settings. However, blocking some types of cookies may impact your experience of the site and the services we are able to offer.

Strictly Necessary Cookies

These cookies are necessary for the website to function and cannot be switched off in our systems. They are usually only set in response to actions made by you which amount to a request for services, such as setting your privacy preferences, logging in or filling in forms. You can set your browser to block or alert you about these cookies, but some parts of the site will not then work. These cookies do not store any personally identifiable information.

Performance Cookies

These cookies allow us to count visits and traffic sources so we can measure and improve the performance of our site. They help us to know which pages are the most and least popular and see how visitors move around the site. All information these cookies collect is aggregated and therefore anonymous. If you do not allow these cookies we will not know when you have visited our site, and will not be able to monitor its performance.