Protect your organization from legal hardships concerning FMLA leave, while understanding how to successfully manage employees on leave.
The FMLA has now been in place for more than 25 years, and in terms of understanding, implementation, and recognizing the outer bounds, it seems to be more complex with every passing year. Without a doubt, the FMLA has resulted in tremendous changes in the workplace and has been a benefit to thousands of employees with serious medical conditions or whose family members have serious medical conditions. Nonetheless, implementation is difficult and timeconsuming, and often can seem overly intrusive (to both parties). In response, some employers simply grant FMLA leave to everyone who applies for it, regardless of whether they work at a location that is technically covered andor whether the employee provides the appropriate support for the requested leave. Other employers may be hypertechnical with regard to implementation and may unknowingly (or even intentionally) fall short of full compliance. Many employers fail to appropriately train HR and line managers, with the result that they might not know and understand the companys policies andor obligations, or the obligations that the FMLA imposes on employees. This topic is intended to clarify which employees are covered by the FMLA, what their rights and obligations are, and how management can best manage the employees who are on FMLA, including the small subset that is seemingly the most problematic and timeconsuming.
Overview of FMLA Fundamentals/ Questions That HR (or Management) Should Ask Itself When It Becomes Aware of an Employee's Illness
What Are the Employer's FMLA Policies/ Which Offices Are Covered/ What Are Our Obligations to Make Sure Managers and Employees Know What FMLA Coverage Exists/Ensuring That the Employer Is Not Waiving Any Rights
From Basic Definitions and Requirements to Cutting Edge Decisions
the Importance of Details
What Questions Should Management/Hr Ask and What Documentation May Be Required/ How Detailed May an Employer Require That Medical Certification/ Recertification Be
What Are the Employee's Obligations and What Can an Employer Do If the Employee Does Not Comply With His/Her Obligations
Responding to FMLA's Most Difficult Issues
the Interplay of ADA/FMLA/Workers Comp
The Chronic Health Condition
Intermittent FMLA Leave
The End of FMLA Leave/ What Used to Be a Ceiling Is Now a Floor
Guarding Against Abuse or Suspected Abuse
Requiring Certifications and Renewed Certifications
Interference and Retaliation
When Can an Employee on FMLA Leave Be Disciplined or Terminated
Training Managers/ What Statements Should Never Be Made
The Road to Paid Leave?
This live webinar is designed for human resource and benefits professionals, business managers, office managers, administrators, directors, payroll professionals and attorneys.