Don't let your company become a liability; understand the employee's rights and employer's responsibilities on military leave.
As a result of the continuing global war on terrorism, employers are faced with an unprecedented level of impact of military service on the workplace. What must an employer do when an employee gets orders to be activated? Do you have to hold the job open? What if it's an employee's family member with the orders? What are an employer's obligations then? Do you need to track veterans who apply for employment with your company? If so, what are your obligations, including reporting. This topic explores the pertinent laws for these circumstances, including the Uniformed Services Employment and Reemployment Rights Act (USERRA) and the military service related leave granted under the Family and Medical Leave Act (FMLA). You will be provided with employer responsibilities and employee's rights as well as practice tips for handling common situations. The information will cover the responsibilities for covered federal government contractors and subcontractors under the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) including affirmative action to employ and advance veterans.
Credit
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Why Lorman?
Over 34 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
- Overview of Laws Implicated by an Employee's or Employee-Family Member's Military Leave
USERRA
- Purposes, Principal Protections, and Broad Coverage
- Rights and Benefits While the Service Member Is Away, Including Continuation of Health Insurance Coverage (COBRA-Type Benefits)
- Reemployment Rights, Including Protection Against Discharge After Reemployment
- Denying Reemployment, Including an Employer's Changed Circumstances
FMLA
- Purposes and Principal Protections
- What Is Covered
- What Is Not Covered
- Notice Requirements
VEVRRA
- Purpose
- Requirements, Enforcement
Resolving Disputes
- USERRA/FMLA/VEVRRA
Wrap up and Practice Tips
Credit
More Program Information
Why Lorman?
Over 34 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 Course
This course was last revised on March 21, 2019.
Call 1-866-352-9540 for further credit information.
- CA MCLE 1.5
- Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
Credit
More Program Information
Why Lorman?
Over 34 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
Eileen Carr Riley
Jackson Lewis P.C.
Eileen C. Riley is Of Counsel in the Baltimore, Maryland, office of Jackson Lewis P.C. She represents employers in all aspects of labor and employment law. Her experience includes the defense of Title VII, ADA, ADEA, USERRA and wrongful termination claims, as well as claims involving the FLSA, FMLA and other wage, hour, and leave matters.
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Why Lorman?
Over 34 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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