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Military Leave Rights: USERRA, VEVRRA, FMLA, COBRA, HIPAA & More

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.

Runtime: 106 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

  • 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

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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 Course

This course was last revised on March 21, 2019.

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

  • SHRM 1.75
     
  • 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 1.75 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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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

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 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.

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Product ID: 405110
Published 2019
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