Can you afford to make a mistake when it comes to FMLA?
FMLA disputes are among the Top 5 issues that land companies in the courtroom. It’s been a big part of HR departments for ten years now and it has only grown in importance. The number of requests for FMLA leave has risen dramatically. The number of employees affected by it has increased. Are you prepared?
Are your employees taking advantage of intermittent leave?
The concept of intermittent FMLA leave is great for your employees. But it’s also confusing. How can you be certain an employee is using intermittent leave fairly and not taking advantage of your company? Can you be sure, if you deny an employee intermittent leave, that your company won’t be sued or dragged into court?
Our expert HR trainer will shed light on the murky history of intermittent leave. You’ll get perfect clarity on the different types of leave your employees can take and what qualifies for each one. After you leave this program, you’ll never have to wonder again if you’ve made the correct decision.
Do you really know FMLA as well as you should?
Have you ever felt unsure of the steps you needed to take when an employee requested leave? Felt frustrated by an employee who you thought might be taking advantage of intermittent leave time? Wondered if you owed an employee on leave a bonus? FMLA is an extensive and often confusing law. Is it any wonder you find yourself second-guessing your decisions?
In just six short hours, we’ll catch you up on months of FMLA research, clarify the “gray areas” of FMLA eligibility for each and every one of your employees, and determine exactly which medical conditions can be granted leave under the confusing triangle of FMLA, ADA, and Workers’ Comp.
Deny leave? Approve leave? Get rid of the confusion
More than any other regulation, act, or rule, FMLA affects your employees on a personal level. When your employees come to you for approval of FMLA time, they are likely facing a life-changing event — be it an illness, a death in the family, a new child, an injury, or the care of a parent, among others.
Sometimes “no” is the only answer you can give — legally. But you want to be 100 percent sure that you’re denying leave based on facts, not hunches. Or, conversely, approving leave based on facts, not on an emotional employee’s pleas. The only way to protect your company from potential legal backlash is to let the law guide you. That’s what FMLA Compliance will do for you … get you up-to-date on the facts in just one day.
Debunking Common Misconceptions About FMLA Leave
- The top ten mistakes made when dealing with FMLA and how to avoid them
- How FMLA relates to state laws and federal discrimination laws
- How you can accurately determine who is an
- Special rules for specific employee groups — is your company exempt?
- How to untangle the knot caused by having two spouses working for your company
Know Your Company’s Rights
- Why it’s harder than ever to determine what a “serious health condition” is and what the courts are saying about it
- “Rolling year,” “leave year,” “12-month period”?
Aren’t they the same under FMLA?
- Court decisions about the expanded rights for
unmarried domestic partners
- Medical certifications your employees must provide to protect YOUR rights as an employer
- Actions you must take when an employee fails to satisfy
certification requirements that won’t irreparably damage the work
The Complex — and Often Confusing — Relationship Between FMLA, ADA,
and Workers’ Comp
- Identifying where each law overlaps the others and which one takes precedent
- How the EEOC definition of “reasonable accommodation” could conflict with the
ADA-FMLA-Workers’ Comp triangle
- How to bring an employee back to work and comply with the ADA
(reasonable accommodation), FMLA (physician’s release notice), and
Workers’ Comp (light or modified duty) without violating his or her
rights under any of the three
Crossing Your FMLA “T’s” and
Dotting Your “I’s” Safely and Legally
- How to correctly figure paid and unpaid leave
- How FLSA’s “pay docking” policy affects
- Keeping track of the accrual of employee benefits during leave time
- Health Benefits and FMLA leave
(COBRA, ERISA, etc.)
- Times you can be held personally liable for
Maintaining Total FMLA Compliance at All Times
- What you need to do when forced to terminate
an employee on leave
- How to reinstate employees on leave and the exemption for highly compensated employees
- What exactly constitutes an “equivalent position” under FMLA?
- What you can legally do when your employee fails to return from leave
- A layman’s guide to the legal repercussions and penalties for noncompliance of FMLA regs
FMLA & Intermittent Leave
- FMLA leave types: continuous, reduced- schedule, intermittent leave
- Documenting intermittent leave under FMLA
- Tracking intermittent leave
- Rolling 12 weeks — not annual 12 weeks: time off parameters under FMLA
Cancelation Policy: If you cannot attend an event, you may send someone else in your place. If that isn’t an option for you, cancellations received up to five working days before the event are refundable, minus a registration service charge ($10 for one-day events; $25 for multiple-day events). After that, cancellations are subject to the entire seminar fee, which you may apply toward a future seminar. Please note that if you don’t cancel and don’t attend, you are still responsible for payment.