HR Academy - FMLA, ADAA, CRA, GINA
Family Medical Leave Act, American Disabilities Act, Civil Rights Act, Genetic Information Nondiscrimination Act
The original intent of FMLA was "to balance the demands of the workplace with the needs of families." Certain employers must provide employees job-protection for unpaid leave during qualified medical absences. ND statute mirrors the federal law. Let's first look at the basic eligibility requirements of this law.
- The Americans With Disabilities Act (ADA) was written with a number of actions under five Titles of the US Code. Title I of the ADA addresses employment, while other titles address public building accommodations, public services, telecommunications, etc. We focus on Title I alone.
- The Civil Rights Act of 1964 is a federal law that prohibits discrimination of sex (gender), race, color, religion, or national origin in hiring or advancement if employers have 15+ employees that work 20+ weeks per year. It forbids employers from retaliating against an employee for making such claims. ND has a similar statute in effect, called the ND Human Rights Act, expanding protection to include those seeking public assistance and marital status.
- Genetic Information Nondiscrimination Act (GINA) is a 2008 federal law that states an employer cannot use genetic information to make employment decisions because the information is not relevant to the individual's current ability to work (includes hiring, firing, promotions, demotions, etc.).
This training session is open to any state employee in a supervisory/management position, as well as any staff that perform human resource functions for any state agency.
Currently no events are scheduled