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Bonuses Under the FMLA

Keep your company compliant when dealing with the effect of FMLA upon bonuses.

Most managers, employees, and HR professionals are confident that FMLA leave can't be used against them, even if they know little else about the FMLA. Generally speaking, that's right. But many further assume that general principle means FMLA leave can't be used to disqualify employees from receiving bonuses or other financial incentives. Sometimes that's right, but many times it's not. The FMLA rules for distinguishing between permissible and impermissible bonus decisions have changed over the years, but the old rules continue to crop up, and employees continue to advance new arguments. This topic explores and explains compliant bonus qualification standards, helps identify potential dispute scenarios, and prepares you to explain and defend your bonus programs in individual employment situations.

Runtime: 96 minutes
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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.

Agenda

The Easy Part - Known FMLA Bonus Principles

  • The Letter of the Law - Applicable Statutory and Regulatory Provisions
  • Things Left Unsaid - What Is Equivalent Leave Status?
  • Another Thing Left Unsaid - Differentiating Between a Bonus and a Benefit

The Harder Cases - Real World Disputes

  • Employer Violations
  • Employee Overreaches

The Best Defense Is a Good Offense - Educating and Talking to Employees Before Arguments Arise

  • Building Sensible Touch-Points Into the Leave Administration Process
  • Optimal Messaging
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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 October 28, 2019.

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

  • AIPB
     
  • This program is acceptable for 0.0 CPEC(s) towards the CB designation through the American Institute of Professional Bookkeepers (AIPB).
     
  • 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]
     

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
     
  • 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.

MP3 Download

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT 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.

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More Program Information

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

Joseph C. Pettygrove

Joseph C. Pettygrove

Kroger, Gardis & Regas, LLP

  • Partner at Kroger, Gardis & Regas, LLP and chair of the firm’s employment law practice, counseling and representing business owners, executives, supervisors, and human resources professionals on individual employee matters, group separations, investigations, policy development, payroll practices, contractor/employee classification, and other compliance issues
  • Regularly provides day-to-day counseling all aspects of the employer-employee relationship; creates and reviews employment agreements, noncompete/restrictive covenants, employee handbooks and other personnel policies with an eye toward ensuring both legal compliance and operational and strategic flexibility
  • Offers customized client training in areas such as FMLA and ADA compliance, EEO/anti-harassment training, classification, performance management and Indiana's unemployment compensation system
  • Represents clients in federal and state courts as well as before the Equal Employment Opportunity Commission (EEOC) and other agencies regarding issues under: National Labor Relations Act (NLRA); Title VII; Family Medical Leave Act (FMLA); Americans with Disabilities Act (ADA); Age Discrimination in Employment Act (ADEA); Fair Labor Standards Act (FLSA); covenants not to compete; wage/hour claims; wrongful discharge claims and unemployment matters
  • J.D. degree, magna cum laude, Indiana University Robert H. McKinney School of Law; B.S. degree, summa cum laude, Ball State University
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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.

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Product ID: 401834
Published 2019
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