Organizations offer telecommuting options for all the right reasons - to help workers manage family care issues, medical problems and disabilities, or simply to help them reduce commute costs and add some flexibility to their schedules.

But what happens when your well-intentioned plan turns into a legal nightmare? How do you protect your organization when a worker claims he’s being discriminated against because he’s not allowed to telecommute. Or when another demands that telecommuting is the only “reasonable accommodation” for her disability, but the job requires being in the office. Or when you suspect, but can’t prove, that a worker isn’t putting in the hours they should.

The legal perils are many and organizations that don’t understand the issues, and that don’t prepare a legally-sound telecommuting policy, may find themselves embroiled in costly, time-consuming legal battles.

That’s why we invite you to join employment law attorney Melissa Fleischer, Esq. as she gives you the facts you need to protect your clients.

Attendees will learn:

• Steps to protect your organization if an employee is injured while working from home
• How to handle requests for FMLA leave from employees who work remotely
• Whether organizations need to have a telecommuting policy
• Whether you must provide telecommuting as a reasonable accommodation under the ADA
• Whether allowing some but not others to telecommute could give rise to discrimination claims against your organization
• Best Practices for drafting a legally compliant Telecommuting Policy that will protect your workplace
• Plus, the dangers a company faces if they decide to eliminate telecommuting