Year-End FMLA, ADA, PWFA, Title VII & Workers’ Comp: Managing Overlapping Laws, Accommodations & Abuse Investigations 2026-27
Date: December 17, 2026 | Time: 10 AM (PST) | 1:00 PM (ET) Duration: 90 Minutes | Speaker: Margie Faulk, PHR, SHRM-CP You can choose and select quantity from following webinar formats
What happens when a workplace injury also qualifies for FMLA, an employee exhausts FMLA but still needs an ADA accommodation, or a pregnancy-related limitation triggers PWFA, ADA and Title VII protections? When multiple employment laws apply to the same employee, handling one obligation without considering the others can create significant compliance, discrimination, retaliation and litigation risks.
This practical webinar provides HR professionals, managers and employers with a framework for navigating the overlap between ADA, FMLA, Workers’ Compensation, Title VII, PWFA and other applicable protections, with a focus on interactive processes, leave and accommodation decisions, return-to-work issues, performance concerns and investigating suspected abuse.
Session Highlights:
ADA — reasonable accommodations, disability definitions, interactive process.
PWFA — pregnancy-related accommodations and overlap with ADA/PDA.
Title VII — discrimination, harassment, and retaliation protections.
Workers’ Comp — injury-related leave, return-to-work restrictions, wage replacement, and interaction with other laws.
Understand how ADA, FMLA, Workers’ Compensation, Title VII and PWFA can apply to the same employee and situation
Identify which laws may be triggered by a medical condition, workplace injury, pregnancy, leave request or accommodation request
Understand why FMLA eligibility does not automatically determine ADA or other legal protections
Navigate situations where FMLA leave and ADA reasonable accommodation obligations overlap
Understand when an employee may be entitled to additional leave after FMLA is exhausted
Learn how to conduct a legally appropriate ADA interactive process
Determine what information HR can request from employees and healthcare providers
Evaluate reasonable accommodations, modified schedules, job restructuring and light-duty/modified-duty arrangements
Understand the intersection between Workers’ Compensation restrictions and ADA accommodation obligations
Why You Should Attend:
Understanding Each Law Compliance in 2026
FMLA — leave entitlements, eligibility, intermittent leave, medical certification.
Navigate pregnancy-related situations involving Title VII/PDA, PWFA, ADA and FMLA
Recognize potential discrimination, retaliation and interference risks when administering leave or accommodations
Understand how state and local leave and accommodation laws can add another layer of obligations
Identify red flags suggesting leave, accommodation or Workers’ Compensation abuse
Learn how to investigate suspected abuse without automatically treating an employee as dishonest or engaging in unlawful retaliation
Understand what documentation HR should maintain throughout the leave, accommodation and investigation process
Handle conflicting medical restrictions, second opinions and changing work limitations
Make better return-to-work and fitness-for-duty decisions
Determine when HR should escalate a situation to legal counsel or another appropriate specialist
A workplace injury can become a Workers’ Compensation, FMLA and ADA issue. A pregnancy-related limitation can involve Title VII, PWFA, ADA and FMLA. And an accommodation or leave dispute can quickly develop into a discrimination or retaliation allegation. State and local leave, accommodation and employee-protection laws may provide additional or greater protections than federal law.
This webinar will help HR professionals move beyond treating each law as a separate compliance box and instead understand how the laws interact when managing real employees and real workplace situations.
Margie Faulk is a senior-level human resources professional with over 18 years of workplace compliance experience and HR consulting experience. A current Compliance Advisor for HR Compliance Solutions, LLC. Margie has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, and Non-profit sectors. Margie’s new focus is to provide Employers and Professionals with risk management strategies to develop risk management strategies to mitigate workplace violations. Margie has provided small to large businesses with risk management strategies that protect companies and reduce potential workplace fines and penalties from violations of employment regulations. Margie is bilingual (Spanish), fluent and Bi-cultural. Margie holds a professional human resources certification (PHR) from the HR Certification Institute (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE). Margie is also a SHRM Credit Provider offering SHRM-CP and SHRM-SPC credits for her training, which major HR individuals need to maintain their certification credits.
Credits/Certification
1.5 CEUs/RCHs
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
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1.5 CEUs/RCHs 
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