FMLA Compliance Update Training Class

Course ID: 5148

FMLA Compliance Update Training Seminar

In one day, this workshop will bring you up to date on the daunting number of FMLA issues you must stay on top of to avoid mistakes-including how federal and state courts, the Department of Labor and Congress are changing your obligations under the law.

You'll learn how to sort through the often-conflicting regulations that intersect with the FMLA and complicate your decision making-the ADA, Workers' Comp, PDA and anti-discrimination laws-and gain tools and guidelines necessary to carry out your obligations fairly.

Plus, you'll get practical advice on the most difficult FMLA issues you face every day, including how to:

Discipline employees before, during and after leave-and terminate, if necessary

Determine which medical conditions are considered "serious" according to the most recent court rulings

Properly reinstate and transfer returning workers

Clarify the many gray areas when determining FMLA eligibility

Determine when Workers' Comp leave counts against an employee's FMLA leave

And more!

In one day, you'll quickly gain the detailed knowledge and in-depth understanding you need to confidently and correctly administer

leave under the FMLA's evolving rules- both now and in the future.


	Agenda
	Workshop Agenda Program hours: 9:00 a.m. - 4:00 p.m. For just one day, gain the skills you need to administer FMLA leave Properly require medical certifications and recertifications-under the latest rules Grasping the changing definition of "health care provider"-who qualifies now? How to lawfully proceed when you have questions about the validity of an employee's medical certification When paid leave is substituted for unpaid leave-how your right to request medical information changes Specific things to consider when an employee refuses to give you permission to gain additional medical information Resolving conflicting medical opinions-your options when health care providers don't agree How to spot holes you may not even realize exist in your recertification practices Stay informed of the latest twists in administering intermittent and reduced-schedule leave Gain firm guidelines on handling the many questions that can arise when granting intermittent leave When Department of Labor auditors come knocking-will your intermittent-leave record keeping pass the test? When you may have to extend FMLA beyond 12 weeks The power of clear communication between employees and their managers in minimizing FMLA scheduling problems Guidelines for deciding which days or hours to use for intermittent and reduced-schedule leave Certain conditions that must be met before transferring an employee using intermittent leave to another position Manage the changing legal realities of reinstating returning employees When it is your absolute right to refuse to restore an employee to an equivalent position Return-to-work medical certificate issues that managers are most apt to mishandle How to sort through all the confusing issues when restoring employees to their previous positions Is it really an "equivalent" position? Why it's important you get this right The special case of key employees: Do you understand your rights and obligations-and theirs-regarding job restoration? Discipline-and terminate, if necessary-employees under the FMLA Planning to terminate an employee under FMLA leave? What you need to know first The importance of keeping the FMLA out of negative employment decisions Unique disciplinary situations that can arise under the FMLA-and their practical solutions A problem employee requests FMLA leave-does that change your plans to terminate him? Solutions for dealing with employees on FMLA leave who "moonlight" How to adequately protect yourself from retaliation claims Coordinate leave under the FMLA and other overlapping laws The ADA? Workers' Comp? State laws? Why navigating overlapping laws is one of the toughest problems for managers A helpful rule of thumb to follow when deciding which leave law applies when How an employee can have a "serious health condition" but not be covered for a disability under the ADA When Workers' Comp leave may count against an employee's FMLA leave Pregnancy and the FMLA: Strategies that will get you through every tough situation Why you need to know about the "interactive process" under the ADA Re-examining your light-duty policies and options Attend this workshop you will Learn about the very latest legal developments in the FMLA Know what a "serious health condition" is and isn't, according to recent court rulings Manage intermittent leave and reduced-schedule leave confidently-and prevent employee abuse Identify which law applies when leave laws overlap-FMLA, ADA or Workers' Comp Make informed decisions regarding pregnancy leave And much more Learn how to avoid the most common mistakes managers make when administering FMLA leave ??? along with proven tips and guidelines for updating your company's policies, practices and procedures Minimize costly FMLA administration errors with this vital training-includes a valuable update on the latest regulation changes and court rulings you need to know! Learn how to administer the FMLA in today's changing legal environment-without misunderstandings or mistakes Has this ever happened to you? Have you ever Gotten an angry call from an employee who disagreed with your plans to transfer her to a new position to accommodate intermittent leave? Hesitated to take disciplinary action because an employee was on FMLA leave? Left the office worrying about your decision to deny intermittent leave to an employee? Felt overwhelmed by the complexities of keeping track of intermittent and reduced-schedule leave time? Thought about contacting an employee's doctor to clarify information in the medical certification? Been unsure you were keeping all the documentation necessary regarding FMLA-related matters? Paid an employee on FMLA a bonus for attendance even though you weren't sure if you had to? Been confronted by an employee who claimed you didn't make it clear that his time off counted against his 12 weeks of total FMLA leave? Ignored rumors that an employee on leave was working another job because you didn't understand where you stood legally? Been unsure of how to proceed when FMLA leave ended and the employee didn't return to work? In one day, you'll learn how to: 1. Properly-and promptly-notify employees that their leave is being designated 2. Correctly administer intermittent and reducedschedule leave without inviting employee abuse 3. Evaluate an employee's eligibility for FMLA leave based on the latest guidelines 4. Carry out your legal obligation to inform employees when their leave counts toward a 12-week FMLA leave 5. Identify where leave laws overlap and which one applies when 6. Be sure you are aware of all the FMLA information you're legally bound to give employees 7. Overcome privacy barriers when handling sensitive medical certification and recertification issues 8. Restore and protect jobs the way the law requires 9. Make termination decisions under the FMLA without second-guessing yourself 10. Grant or deny FMLA leave based on today's understanding of what constitutes a serious health condition 11. Effectively track intermittent and reduced-schedule leave time and be audit-ready 24/7 12. Discipline employees without worry of retaliation claims 13. Know your rights when employees on leave are engaged in outside activities Another important reason to attend-FMLA Compliance Update 2007 -The trainers Daniel Meloni or Maureen Carroll You're assured of a dynamic and information packed presentation that's full of concrete solutions when you attend this workshop with Daniel Meloni or Maureen Carroll as your presenter. Why? Because they've spent years on the front lines of human resources management and know firsthand the relevant and critical areas that you need to be tuned in to when handling employee leave and ensuring your practices are in line with the nonstop changes in FMLA. Daniel and Maureen are superb trainers and will use their years of practical experience to give you a day of training from which you'll walk away informed and ready to handle the tough and rewarding challenges you face every day. Avoid the biggest mistakes managers make in mastering their changing responsibilities under the FMLA Administering the FMLA in today's workplace- a 10-point checklist for managers 2 areas where supervisors are most likely to be held personally liable for FMLA violations What courts that have addressed the issue of "individual liability" are finding An examination of privacy, medical information and how to curb future problems as an employer Where to turn to find the latest court decisions and opinions FMLA Compliance Update 2007 Minimize costly FMLA administration errors with this vital training-includes a valuable update on the latest regulation changes and court rulings you need to know! Gain the latest FMLA skills and information to do your job correctly and confidently More than 10 years has passed since the federal law designed to help employees balance work and family responsibilities was enacted. Yet, like many managers, you may be finding it's becoming tougher-not easier-to fulfill the confusing requirements of the FMLA. From recognizing what a serious health condition is as defined by recent court decisions ??? to gaining control of intermittent leave ??? to coordinating leave under the ADA, Workers' Comp and other overlapping legislation ??? a "good working knowledge" of the FMLA is not enough. You need not only the very latest information on how court rulings and interpretations are changing your rights and obligations but also cutting-edge tools for applying the law decisively in your workplace. Even more importantly, you need solid strategies for correctly handling confusing issues you face daily that are glossed over by the regulation- or not covered at all. So, exactly how are you going to learn to steer clear of mistakes and is understandings- and ensure you treat employees fairly-when making important FMLA-related decisions? The answer? The new regulatory update workshop-FMLA Compliance Update 2007. Up-to-the-minute court developments that impact how employers administer the FMLA A valuable overview of changing FMLA requirements-and what the new rules are Key areas of the law being scrutinized by the courts Keep in step with how federal courts are rewriting the FMLA rules-and affecting your day-to-day decisions Update on the Department of Labor's plans to propose a rule revising FMLA regulations-what to expect and when What's ahead? Preparing for future FMLA changes and challenges Identify the latest employer designation and notification "hot spots" and how they impact you Your employer notice obligations ??? given recent court interpretations of the Supreme Court's Ragsdale Decision "Serious health conditions"-how the courts are making it more difficult than ever to decide what qualifies and what doesn't How the definition of "work site" is creating complications for employers and employees alike NEW: If the employee doesn't ask for "FMLA leave," you don't have to give it-true or false? How to correctly calculate the tricky "12-month period" under the FMLA Keeping employees informed of how much leave they've used and how much is left-the way the law requires It's packed with the most up-to-date FMLA information and guidance available today. Plus hundreds of the all-important "how-to's" that will allow you to steer clear of traps when making important decisions that impact the personal lives of employees and the future of your organization. Your tuition is tax deductible. Even the government smiles on professional education. All expenses of Continuing Education (including registration fees, travel, meals and lodging) taken to maintain and improve professional skills are tax deductible according to Treasury Regulation 1.162-5 Coughlin vs. Commissioner,203 F2d 307. This Human Resources Council seminar qualifies for 5 contact hours (.5 CEUs) in accordance with guidelines set forth by the International Association for Continuing Education and Training-Authorized Provider number 3307. You must attend the entire program to qualify for CEUs. You may want to contact your own board or organization to find out what's required. Human Resources Council is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be addressed to the National Registry of CPE Sponsors, 150 Fourth Avenue North, Suite 700, Nashville, TN 37219-2417. Web site: www.nasba.org. This seminar qualifies for 6 CPEs.


	Pre-requisites
	No prerequisite courses, advance preparation or experience is required for admittance to this seminar.Program level: Intermediate


	Comments
	Registration. As soon as we receive your pre-registration, you'll receive a confirmation receipt via email from support@trainup.com.You will receive an Express Admission Ticket in addition to your confirmation order receipt, simply take the express ticket with you to the program and hand it to the registrar. If your ticket doesn't arrive before the seminar, be sure to go anyway. The instructors are expecting you! You may register up until the day before the course date. Cancellations and substitutions. Cancellations received up to five working days before the conference are refundable, minus a $10 registration service charge. After that, cancellations are subject to the entire conference fee, which you may apply toward a future conference. Please note that if you don't cancel and don't attend, you are still responsible for payment. Substitutions may be made at any time. The check-in table opens at 8:15 a.m. When you arrive at the hotel, please check the directory for the exact location of the workshop. The registrars will greet you, and collect your Express Admission Ticket, hand you workshop materials and direct you toward your seat. You'll also want to take the opportunity to meet other professionals from your local area. Introduce yourself! You may meet a new friend. Plan to be registered and ready to go by 8:50 a.m. This class begins at 9:00 a.m. on the dot and wrap up at 4:00 p.m. Lunch is on your own from 11:45 a.m. to 1:00 p.m. Why not invite another participant to dine with you? You can share information, review the morning and make the day even more enjoyable. Parking. The best efforts are made to find workshop facilities that have all the pluses : Convenient location, great meeting rooms, courteous staff and plenty of free parking. However, some facilities have paid parking only. You may want to check with the facility personnel to determine parking fees-often they can direct you to free parking just around the corner. Tape recording. These programs-both what you see and what you hear-are fully copyrighted. No audio recording or videotaping, please. Program agenda: 8:15 a.m. - 9:00 a.m. Register and collect materials 9:00 a.m. - 11:45 a.m. Workshop session 11:45 a.m. - 1:00 p.m. Lunch on your own 1:00 p.m. - 4:00 p.m. Workshop session Seminar materials And you won't go home empty-handed. You'll leave this workshop with a Certificate of Attendance; a soundly researched, unabridged workbook; your Personal Action Plan for implementing what you've learned; and step-by-step guidelines for sharing the new ideas with your associates back at work. Need one more reason to choose this seminar? The guarantee. It's simple. If you're not happy, the instructors are not happy. If you're not absolutely delighted with the value and benefits to be gained from this workshop, tuition is fully refundable or choose to attend another seminar given by this course sponsor. When you attend, you'll be learning from an experienced business professional with extensive knowledge of the rights and responsibilities of both employees and employers under the FMLA. This dynamic trainer will provide sound techniques and tools in plain English that you can understand and apply the next day. There's no denying that in today's work environment, managers are under tremendous pressure to "get it right" throughout the FMLA leave process. You owe it to your employees and your organization-and, just as importantly, to yourself-to attend this powerful workshop.