Transition in. Move into "LOA/WC/ADA Examples – Putting It Into Practice" by linking it to the previous slide. Give the group a one-sentence "why this matters" before walking through the points below. Talking points (walk through each in order): 1. Example 1. FMLA Request Facilitator tip: say this in your own words, then ask the group for a real example of "example 1" from their own team before moving on. 2. • Scenario. An employee requests time off to care for a sick parent Facilitator tip: say this in your own words, then ask the group for a real example of "• scenario" from their own team before moving on. 3. • Manager's Action. Check FMLA eligibility (12 months employment, 1,250 hours worked) and guide the employee through documentation requirements Facilitator tip: say this in your own words, then ask the group for a real example of "• manager's action" from their own team before moving on. 4. • Why. FMLA provides job-protected leave for family care. Prompt action ensures the employee gets the protection they're entitled to Facilitator tip: say this in your own words, then ask the group for a real example of "• why" from their own team before moving on. 5. Example 2. Workers' Compensation Injury Facilitator tip: say this in your own words, then ask the group for a real example of "example 2" from their own team before moving on. 6. • Scenario. A warehouse worker reports a back injury sustained while lifting Facilitator tip: say this in your own words, then ask the group for a real example of "• scenario" from their own team before moving on. 7. • Manager's Action. Immediately file a Workers' Compensation report and follow safety protocols. Arrange for medical evaluation Facilitator tip: say this in your own words, then ask the group for a real example of "• manager's action" from their own team before moving on. 8. • Why. Prompt reporting protects the employee's rights to medical care and wage replacement, and helps prevent future injuries Facilitator tip: say this in your own words, then ask the group for a real example of "• why" from their own team before moving on. 9. Example 3. ADA Accommodation Request Facilitator tip: say this in your own words, then ask the group for a real example of "example 3" from their own team before moving on. 10. • Scenario. An employee with a chronic condition asks for a flexible work schedule Facilitator tip: say this in your own words, then ask the group for a real example of "• scenario" from their own team before moving on. 11. • Manager's Action. Begin the ADA interactive process by documenting the request and involving HR immediately to explore accommodation options Facilitator tip: say this in your own words, then ask the group for a real example of "• manager's action" from their own team before moving on. 12. • Why. The ADA requires employers to engage in a collaborative process to identify reasonable accommodations. This protects the employee and ensures compliance Facilitator tip: say this in your own words, then ask the group for a real example of "• why" from their own team before moving on. Engage the room. Invite a participant to paraphrase the key idea back to the room to confirm understanding. Timing & transition. Aim for roughly 6–7 minutes on this slide. When the points have landed, transition forward with a short bridge such as "Now that we've covered loa/wc/ada examples – putting it into practice, let's look at what comes next."

Speaker Notes · Slide 1

HR Fundamentals for Leaders