He’s Not Here: Deciding Whether to Reinstate, Replace, Accommodate or Terminate Absent Employees
Perpetually absent employees: How can your organization comply with its wide-ranging legal obligations when a worker is injured and unable to work? When must your organization hold the person’s job for reinstatement? When must your organization accommodate by changing the essential functions? When should your organization offer light duty, and how? When can your organization terminate under your attendance policy? Realistically evaluating your organization’s exposure is critical to your business. In this session, you will:
- Learn how to reconcile competing duties and obligations under the ADA, the FMLA, the PDA, workers’ compensation and your organization’s policies.
- Learn how to effectively prevent abuse of your organization’s time-off practices and protocols.
- Learn how to make tough business decisions, without opening the door to crippling legal exposures.
Gregory J. Hare
Greg Hare has been an employment lawyer at Ogletree Deakins his entire career, since 1991. He assists companies with human resources and employment-related litigation matters, including wrongful termination claims, sexual harassment, employment discrimination, employment contracts, trade secrets, and non-compete agreements. He advises clients on a wide range of human resources topics, such as drug testing, employee discipline and discharge, severance planning, independent contractor classifications, wage payment, family and medical leave, disability law, military leave, joint employment issues, affirmative action, and reductions in force. Mr. Hare also counsels clients on traditional labor relations and matters involving the National Labor Relations Board.
