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Live Webinar

90-minute live streaming program
  • July 9
  • 1:00 - 2:30 pm EST

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OnDemand Webinar
Audio & Reference Manual

10 New Tips for Managing FMLA Leave

July 9

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 time-consuming, 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 and/or whether the employee provides the appropriate support for the requested leave. Other employers may be hyper-technical 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 company’s policies and/or 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 time-consuming.

Learning Objectives

  • You will be able to define the employer’s notice and posting requirements, the employee’s responsibilities to provide certifications and communicate, and how to draw a road map for decision making.
  • You will be able to describe what actions are appropriate where there is suspected abuse of intermittent leave.
  • You will be able to explain how to untangle FMLA/ADA/workers comp issues, the scope of an employer’s obligations at the end of FMLA, and what actions might be deemed to constitute interference or retaliation.
  • You will be able to identify Department of Labor standards, as published in online Advisories, and use them to aid in adopting sound policy.

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Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

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
  • Triangle 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
  • Job Restoration
  • Individual Liability
The Road to Paid Leave?
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Webinar

This course was last revised on March 15, 2018.

Call 1-866-352-9540 for further credit information.

  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Live Webinar Registration

  • ASA 1.5
     
  • This program qualifies for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
     
  • AL CLE 1.5 (Pending)
     
  • AR CLE 1.5
     
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
     
  • Arizona CLE 1.5
     
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
     
  • CA MCLE 1.5
     
  • Lorman Business Center, Inc. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
     
  • CT CLE 1.5
     
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
     
  • GA CLE 1.5
     
  • This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.5 CLE hours.
     
  • HI CLE 1.5
     
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
     
  • IL CLE 1.5
     
  • This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
     
  • ME CLE 1.5
     
  • This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
     
  • MS CLE 1.5 (Pending)
     
  • This program has been submitted to the Mississippi Commission on Continuing Legal Education. Approval pending.
     
  • MT CLE 1.5
     
  • This program has been approved by the Montana Commission of Continuing Legal Education for a total of 1.5 CLE credits.
     
  • NH MCLE 1.5
     
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
     
  • NJ CLE 1.8
     
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
     
  • NV CLE 1.5
     
  • This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
     
  • PA CLE 1.5
     
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
     
  • RI CLE 1.5
     
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
     
  • TN CLE 1.5
     
  • This program has been approved as a distance learning format by the Tennessee Commission on Continuing Legal Education for a maximum of 1.5 hours of credit.
     
  • VT CLE 1.5
     
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
     
  • WA CLE 1.5
     
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
     
  • WI CLE 1.5
     
  • This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
     
  • WV MCLE 1.8
     
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
     
  • HR Certification Institute 1.5
     
  • This program has been approved for 1.5 recertification credit hours toward general recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Audio & Reference Manual

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • GA CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Who should attend?

This live webinar is designed for human resource and benefits professionals, business managers, office managers, administrators, directors, payroll professionals and attorneys.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Kathleen M. Williams

Kathleen M. Williams

Epstein Becker & Green, P.C.

  • Member of the firm in the health care & life sciences and employment, labor & workforce management practices, Washington, DC, office of Epstein Becker & Green, P.C.
  • She represents clients with regard to employment matters, including advice and counsel, compliance, investigations, and litigation
  • Advising clients on and litigating employment, discrimination, harassment, disabilities, noncompete, wage and hour, and general litigation matters in state and federal courts, arbitrations, and administrative agencies
  • Represents clients in investigating and defending whistle-blower and whistle-blower retaliation claims
  • Provides advice and counsel on a range of employment issues, including negotiating employment agreements and severance agreements, employment issues related to acquisitions and mergers, reductions in force, and defending claims arising from those actions
  • Provides advice and counsel on affirmative action plans, and defending such plans in investigations by the Office of Federal Contract Compliance Programs and state and local agencies
  • Provides advice and counsel with regard to the development of policies
  • Investigates complaints and potential complaints
  • Provides advice and counsel to boards
  • J.D. degree, The George Washington University Law School; B.A. degree, University of Pennsylvania
  • Member, American Bar Association, Labor and Employment Law Section; American Health Lawyers Association; District of Columbia Bar Association; Society for Human Resource Management
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Product ID: 405108
Published 2018, 2019
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