Market Areas > Human Resources >Addiction at Work

Addiction at Work: Employer Obligations under ADA and FMLA

Course Description:

When is substance abuse covered under the ADA and ADA Amendments Act? And what are your obligations under FMLA?

Managing employees with alcohol or drug problems is an extreme challenge.  They’re difficult to manage, impact productivity, and are absent 8 times more frequently than your average worker.

But employees with substance abuse issues may be entitled to a reasonable accommodation under the ADA. Yet the accommodation that must be offered isn’t always clear.

Course Highlights:

Find out how to avoid legal missteps when managing employees (and covered family members) with substance abuse problems in this C4CM audio conference.  During this must-attend session, our expert faculty will explore: 

1. Which employment laws apply ( ADA, ADA Amendments Act, FMLA),
2. First steps to take when an employee is suspected of substance abuse,
3. What to do if an employee admits there is an substance abuse issue,
4. When and how ‘reasonable accommodations’ apply, and
5. What to document and when.

Plus, by the end of this comprehensive program, you’ll also know more about:

• Addiction treatment programs and FMLA rules
• How to handle attendance issues brought on by substance abuse
• How to avoid discrimination claims
• Why status matters: handling ‘past/present’ drug addiction under ADA
• Disciplinary dangers for employers when drug or alcohol addicted employees act out
• Why privacy matters for addicted employees, and how to assure it is respected
  
  

Faculty:

Kathryn J. Russo, Partner, Jackson Lewis LLP

Kathryn J. Russo is a Partner in the Long Island office of Jackson Lewis LLP.  She is one of the Practice Leaders of the firm’s Drug Testing and Substance Abuse Management Practice Group and is considered a firm resource on the legal issues implicated in workplace drug and alcohol testing arising under federal, state and local laws.

Ms. Russo assists clients with workplace problems involving drugs and alcohol, and gives advice about compliance with all pertinent drug and alcohol testing laws.  She prepares substance abuse policies to comply with all federal drug and alcohol testing regulations (including all agencies of the U.S. Department of Transportation), as well as the drug and alcohol testing laws of all 50 states.  In addition, she defends employers in litigation where drug and alcohol test results are at issue, and frequently conducts “reasonable suspicion” training for employers in connection with their substance abuse policies.  Ms. Russo also counsels employers on leave and disability management issues arising when employees seek leave for substance abuse rehabilitation.

In addition to her workplace substance abuse practice, Ms. Russo concentrates her practice on employment litigation, defending employers in federal and state courts and before administrative agencies and arbitration panels in litigation related to employment discrimination, retaliation, wrongful discharge, whistleblower, wage-hour and related tort and contract claims.  Ms. Russo advises clients on compliance with various state and federal laws affecting the workplace, including Title VII of the Civil Rights Act of 1964, the Family and Medical Leave Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Fair Labor Standards Act, and New York State and City laws, among others.  She guides clients through internal investigations, disciplinary actions and medical leave issues, and prepares workplace policies and employee handbooks.  Ms. Russo frequently lectures and conducts management training for employers on a wide variety of employment law topics, including EEO/anti-harassment, FMLA, ADA, substance abuse, drug testing and privacy issues. 

MONEY-BACK GUARANTEE:

We're so confident you'll get what you want out of this conference that we'll refund every penny if you're not completely satisfied. No questions asked! It's 100% risk-free!

pricing:

Unable to Attend?  Order the CD!
Your CD recording includes the complete audio conference presentation, audience Q&A and presentation materials.

APPROVED FOR RECERTIFICATION CREDIT:

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."

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