VEChannel Event Profile

FMLA Administration – Intermediate Skills Part I

FMLA is much more complicated and challenging than most employers realize. Years after its passage, the Family Medical Leave Act continues to cause consternation and headaches for businesses and HR professionals. And more and more, plaintiffs attorneys are recognizing the opportunity to bring a successful FMLA cause of action through the court system. Did you know that when an employee misses work, it is the employers responsibility, NOT the employees responsibility, to determine whether FMLA applies? And if it does apply, the employee must be notified in writing within two business days. Well help you understand how to comply with all of the FMLAs complicated notice and designation requirements. Well even help you understand what to do in the face of conflicting circuit court decisions on this issue. And, well make sure that you understand all six criteria that define an FMLA serious health condition. Using numerous examples to illustrate how the rules work in actual practice, this informationpacked webcast will cover: Background and purpose of FMLA Employers subject to FMLA Employee eligibility criteria State leave laws Situations that qualify for "family leave" Conditions under which an employee can take "medical leave" Serious health conditions The six types of serious health conditions Documentation requirements Second opinions Status of drug abuse Types of medical providers recognized by FMLA The three "leave year" options for determining the maximum allowable duration of the leave Coordination of FMLA leave with employer vacation and sick leave policies Reduced schedule and intermittent leave situations Handling the pay of exempt employees Reasonable accommodation and alternative position rules In discussing each of these important concepts, we will address many tricky issues that can arise in the administration of FMLA, including: Why, in some cases, would an employee have to be unable to work for more than three days, but in other cases the period of absence can be much shorter (even a few minutes) to qualify for FMLA? What is the proper response when an employee says: "I dont want to use my FMLA time."? What if the employees parent is ill, but lives in another country? Can an employee go out on FMLA when a parent dies? Can the employee take FMLA leave if his or her sibling has terminal cancer? Are there any restrictions on how the employee spends his or her time while on FMLA leave? How do you determine when an employee on intermittent leave has used up 12 weeks? How can a person use a littleknown rule to restrict job restoration before FMLA is done? Dont miss this opportunity to get up to speed on the complex FMLA requirements and the practical steps to bring your administration initiatives into compliance. Webcast Materials Every registrant will receive copies of the presentation slides, unlimited access to the archived version of the webcast for up to three months from the date of the presentation, and, following the webcast, a copy of all of the questions submitted during the webcast along with the answers to the questions. Cant Attend The Live Version? No problem! You can view the exact same presentation as many times as you like up to December 9! Simply click the "Add To Cart" button below to enroll. You will then be sent a link to view the presentation and an email with a copy of the presentation slides and other course handout materials, including the Q&As from the live presentation.

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