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10 New Tips for Managing FMLA Leave

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.

Runtime: 98 minutes
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Why Lorman?

Over 33 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' Compensation
  • 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 33 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 May 12, 2020.

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.

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  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • HI CLE 1.5
     
  • ME 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.

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Why Lorman?

Over 33 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

Frank C. Morris, Jr.

Frank C. Morris, Jr.

Epstein Becker & Green, P.C.

  • Chair, employment law practice in Washington, D.C. and co-chair of the ADA and Public Accommodations Group for the national law firm of Epstein Becker & Green, P.C.
  • Speaker on the ADA and employment law to the judicial conferences for the federal judges of Third, Fourth, Fifth, Sixth, Seventh and Eleventh Circuits
  • Adjunct professor at the George Washington University Law School
  • Named to The Best Lawyers in America and the Washington, D.C. Super Lawyers list and in Washington, D.C. and Baltimore‚Äôs Top-Rated Lawyers
  • Represents and counsels employers and public accommodations nationally in employment, labor, leave and disability matters
  • Can be contacted at [email protected]
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Product ID: 407489
Published 2020
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