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Online Seminar Series: Administering FMLA Training Class |
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Online Seminar Series: Administering FMLA Training Seminar
Course Description
FMLA is much more complicated and challenging than most employers realize. Years after its passage, the Family Medical Leave Act continues to cause consternation and headaches for businesses and HR professionals. And more and more, plaintiffs' attorneys are recognizing the opportunity to bring a successful FMLA cause of action through the court system.
Did you know that when an employee misses work, it is the employer's responsibility, NOT the employee's responsibility, to determine whether FMLA applies? And if it does apply, the employee must be notified in writing within two business days.
This online seminar will help you understand how to comply with all of the FMLA's complicated notice and designation requirements. We'll even help you understand what to do in the face of conflicting circuit court decisions on this issue. And, we'll make sure that you understand all six criteria that define an FMLA serious health condition.
Please "http://hrtrainingcenter.com/toc.asp?TID=wc-1000192Click here to view the Seminar Agenda.
Dates & Times
Part 1: 9/9/2004 - 11:00 am to 12:30 pm Eastern
Part 2: 9/23/2004 - 11:00 am to 12:30 pm Eastern
This online seminar is great for those individuals who regularly train online or via webcasts, as well as for those individuals who prefer in-person seminars but either don't have the time/budget to travel or don't have a seminar coming to their city.
Webcast Materials
Every registrant will receive copies of the presentation slides, unlimited access to the archived version of the webcast for up to three months from the date of the presentation, and, following the webcast, a copy of all of the questions submitted during the webcast along with the answers to the questions.
Can't Attend The Live Version?
No problem! You can view the exact same presentation as many times as you like up to December 9! Simply click the "Add To Cart" button below to enroll. You will then be sent a link to view the presentation and an email with a copy of the presentation slides and other course handout materials, including the Q&As from the live presentation.
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Price |
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$339.00
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Agenda |
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Seminar Agenda
- Background and purpose of FMLA
- Employers subject to FMLA
- Employee eligibility criteria
- State leave laws
- Situations that qualify for "family leave"
- Conditions under which an employee can take "medical leave"
- Serious health conditions
- The six types of serious health conditions
- Documentation requirements
- Second opinions
- Status of drug abuse
- Types of medical providers recognized by FMLA
- The three "leave year" options for determining the maximum allowable duration of the leave
- Coordination of FMLA leave with employer vacation and sick leave policies
- Reduced schedule and intermittent leave situations
- Handling the pay of exempt employees
- Reasonable accommodation and alternative position rules
- Notice timing, distribution, and content requirements
- Posted Notices
- General Notices
- Specific Notices
- Designation of leave
- Employer's responsibility to identify eligibility and notify employees
- Retroactive designation rules
- Certification of medical condition
- Employee responsibilities
- Equivalent positions
- Employment and benefit protection
- Special rules for schools
In discussing each of these important concepts, we will address many tricky issues that can arise in the administration of FMLA, including: - Why, in some cases, would an employee have to be unable to work for more than three days, but in other cases the period of absence can be much shorter (even a few minutes) to qualify for FMLA?
- What is the proper response when an employee says: "I don't want to use my FMLA time."?
- What if the employee's parent is ill, but lives in another country?
- Can an employee go out on FMLA when a parent dies?
- Can the employee take FMLA leave if his or her sibling has terminal cancer?
- Are there any restrictions on how the employee spends his or her time while on FMLA leave?
- How do you determine when an employee on intermittent leave has used up 12 weeks?
- How can a person use a little-known rule to restrict job restoration before FMLA is done?
- What must be included in the general (or "policy") notice to properly describe FMLA entitlements and employer and employee obligations under FMLA (as well as what employer-specific information must be included)
- When and how the written specific notice should be provided to employees who experience an FMLA leave
- The contents of the specific notice, including details of the expectations and obligations of the employee and the consequences of failure to meet those obligations
- What to put into the specific notice to cover situations where FMLA is inadvertently granted to an ineligible employee
- When and how to use a "preliminary designation" for a possible FMLA absence (sometimes called conditional FMLA)
- How to circumvent the HIPAA privacy rules when requiring a medical certification from a provider
- How to deal with employees who don't follow the paperwork requirements
- How to proceed if an employee goes out on maternity leave and puts a note on her desk stating the she will be using 12 weeks of FMLA and will not be returning to work
- How the Supreme Court's decision in Ragsdale v. Wolverine simplifies some of the reporting requirements
FMLA also provides that an employer may (but is not required to) require medical certification, second opinions, and re-certifications from health care providers and employees. We will also address when and how these certifications should be utilized, including what the employer can and can't require, and how HIPAA privacy affects the medical certification process.
Webcast Materials
Every registrant will receive copies of the presentation slides, unlimited access to the archived version of the webcast for up to three months from the date of the presentation, and, following the webcast, a copy of all of the questions submitted during the webcast along with the answers to the questions.
Can't Attend The Live Version?
No problem! You can view the exact same presentation as many times as you like up to December 9! Simply click the "Add To Cart" button below to enroll. You will then be sent a link to view the presentation and an email with a copy of the presentation slides and other course handout materials, including the Q&As from the live presentation.
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