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Family & Medical Leave in California: How to Properly Administer "HR's #1 Headache" Training Class
Course ID: 18604
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Family & Medical Leave in California: How to Properly Administer "HR's #1 Headache" Training Seminar
The Family and Medical Leave Act of 1993 (FMLA) has been called "HR's #1 Headache" - and its state counterpart, the California Family Rights Act (CFRA), is no picnic either. Though these laws were designed to champion family values, they can contribute mightily to instability in your workplace.
These are laws that allow your workers to be absent from the job for nearly a quarter of the year. And the "intermittent leave" provision of both laws lets employees request - often without a lot of warning or notice to the HR department - whatever time periods they feel they need. One attorney, whose firm bills in 6-minute increments, demanded 6-minute FMLA leaves. The courts upheld her right to have them.
Add to this the laws' overlap with the federal Americans with Disabilities Act (ADA) and California's Fair Employment and Housing Act (FEHA), plus the existence of paid family leave in California, and you've potentially got one big mess on your hands.
Let our experts - both experienced California employment law attorneys - clear up the confusion for you. Join us on Oct. 23 for an in-depth 90-minute audio conference. Our speakers will explain, in plain English, the most common FMLA/CFRA mistakes employers tend to make, and how to avoid these missteps. They'll also unravel the mystery of intermittent leave and how to properly administer it.
YOU AND YOUR COLLEAGUES WILL LEARN:
- The aspects of FMLA/CFRA that cause the most confusion for California employers these days
- How to manage unscheduled intermittent leave requests - and minimize workplace disruptions - without violating the rules
- When (and if) you're required to designate a worker's leave as FMLA/CFRA-related
- What truly constitutes a "serious health condition" under the current regulations
- Critical steps you should take when dealing with medical verifications and certifications from employees requesting FMLA/CFRA leave
- When your employees may substitute paid leave for unpaid FMLA/CFRA leave
- How far you're legally required to go to accommodate unforeseeable leave (and what happens when workers have exhausted their FMLA/CFRA leave but still need time off)
- What to do when FMLA/CFRA conflicts with other federal and state laws, such as ADA/FEHA and workers' comp
- How to stay out of trouble when when you transfer an employee on FMLA/CFRA leave to a different position
ABOUT YOUR SPEAKERS:
Sandra Rappaport, Esq., is a partner in the labor and employment section of Hanson Bridgett Marcus Vlahos and Rudy LLP, in the firm's San Francisco office. She regularly defends and counsels employers on a wide range of employment matters. She also routinely drafts employment-related documents, such as personnel policies as well as employment, separation, and confidentiality agreements. She earned her law degree from the University of California, Hastings College of the Law.
Mary L. Topliff, Esq., founded The Law Offices of Mary L. Topliff in San Francisco in 1997. She specializes in employment law counseling, training, and compliance, with a focus on practical, proactive solutions to employee relations issues. Topliff regularly advises business owners and human resources professionals on all aspects of workplace issues, from harassment prevention and exempt/nonexempt job classifications to disability accommodations and leaves of absence, among many other topics. She has held leadership positions within several state and local human resource organizations. She received her law degree from The Ohio State University School of Law.
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Family & Medical Leave in California: How to Properly Administer "HR's #1 Headache" Training Course Dates and Locations
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Course ID: 18604
| Course Duration: 1 Day
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