If you represent employers or employees, 2009 presents significant employment law compliance challenges for your clients…
On November 17, 2008, the Department of Labor issued its final new regulations for the Family and Medical Leave Act. The new FMLA rules took effect on January 16, 2009. On September 25, President Bush signed into law the ADA Amendments Act of 2008. The amendments took effect January 1, 2009.
Learn how to explain these significant employment law changes to your clients by participating in the all-new Tennessee Attorneys Memo webinar, FMLA & ADA 2009 Changes: An Overview for Tennessee Attorneys. In just 90 minutes, attorneys experienced in ADA and FMLA compliance will cover:
New FMLA regulations: • Employee eligibility for
FMLA leave – What your clients need to know about the new regulations, which add a break-in-service rule.
• Definition of a qualifying “serious health condition” – The new regulations narrow the broad definition.
• Employers’ notice requirements – Employers’ obligations to provide notice to employees of their
FMLA rights have been modified.
• Employees’ notice requirements – The new regulations require employees to provide more detailed notice to employers.
• Medical certification requirements – Employers will have five days to request medical certification from the date an employee requests leave.
• Military leave – The new regulations define a “qualifying exigency” that will allow members of the National Guard and Reserves to take exigency leave under
FMLA.
New ADA Amendments:• What the Act changes for employers and what will stay the same
• How the amendments have broadened the definition of a “disability”
• How the Act will result in more employees qualifying for
ADA protection
• How the new amendments are likely to reverse a number of Supreme Court decisions
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