The Next Chapter
When FMLA Runs Out: ADA, the Interactive Process & Return to Work
FMLA gives you a clear runway: twelve weeks, defined rules, a known end date. Then the leave runs out, and the employee still isn't ready to come back. That's where the questions get harder, and where a lot of employers get stuck. The summer sessions closed with an employer that had given thirty weeks of leave and then had to decide what came next. This session starts there: when the ADA takes over, whether more leave can be a reasonable accommodation, how the interactive process should run, and how to make return-to-work decisions that hold up.
What you'll walk away with
When exhausted FMLA leave triggers the ADA — including when more leave may be a reasonable accommodation
An interactive process that holds up — what to communicate, request and document once FMLA ends
Where maximum-leave and full-release return policies create risk
Return-to-work options, including modified duty and reassignment — and how to document the decision
Direct access to Burt Garland — bring your ADA and return-to-work questions to live Q&A
Who should attend
Title doesn't matter much here — responsibility does. If a leave or accommodation request lands on your desk, this series was built for you.
HR pros at small-to-mid-sized employers · Compliance owners · Generalists wearing multiple hats · Anyone responsible for leave, accommodation, or return-to-work decisions
