FMLA COMPLIANCE UPDATE
In this seminar you'll learn...
How to discipline employees before, during and after leave—and terminate, if necessary
How to determine which medical conditions are considered "serious" according to the most recent changes to FMLA law
How to properly reinstate and transfer returning workers
How to clarify the many gray areas when determining FMLA eligibility
How to determine when Workers´ Comp leave counts against an employee´s FMLA leave
From recognizing what a serious health condition is ... to complying with expanded FMLA coverage for military families ... to gaining control of intermittent leave ... to coordinating leave under the ADAAA, Worker´s Comp and other overlapping legislation ... a "good working knowledge" of the FMLA is not enough. You need not only the very latest information on how court rulings and interpretations are changing your rights and obligations but also cutting-edge tools for applying the law decisively in your workplace. The answer? Our new regulatory update workshop—FMLA Compliance Update. In one day, you´ll quickly gain the detailed knowledge and in-depth understanding you need to confidently and correctly administer leave under the FMLA´s evolving rules—both now and in the future.
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Program hours: 9:00 a.m. - 4:00 p.m.
Up-to-the-minute court developments that impact how employers administer the FMLA
A valuable overview of changing FMLA requirements—and what the new rules are
Key areas of the law being scrutinized by the courts
Keep in step with how federal courts are rewriting the FMLA rules—and affecting your day-to-day decisions
Update on the Department of Labor´s final regulations governing the FMLA and your new rights and responsibilities
What´s ahead? Preparing for future FMLA changes and challenges
Identify the latest employer designation and notification "hot spots" and how they impact you
Your employee notice requirements ... key changes from the recently revamped FMLA regulations
Examine the new, tighter notice requirements and how they are actually a good change for employers
What´s considered a "serious health condition"—how the new regulations are making it more difficult than ever to decide what qualifies and what doesn´t
How the definition of "work site" is creating complications for employers and employees alike
NEW: If the employee doesn´t ask for "FMLA leave," you don´t have to give it—true or false?
How changes in the FMLA make calculating the tricky "12-month period" even trickier
Keeping employees informed of how much leave they´ve used and how much is left—the way the law requires
Properly require medical certifications and recertifications—under the latest rules
Grasping the changing definition of "health care provider"—who qualifies now?
Applying your new rights as an employer when confirming the validity of an employee´s medical certification
When paid leave is substituted for unpaid leave—how your right to request medical information changes
Specific things to consider when an employee refuses to give you permission to gain additional medical information
Resolving conflicting medical opinions—your options when health care providers don´t agree
How to spot holes you may not even realize exist in your recertification practices
Stay informed of the latest twists in administering intermittent and reduced-schedule leave
Gain firm guidelines on handling the many questions that can arise when granting intermittent leave
When Department of Labor auditors come knocking—will your intermittent-leave record keeping pass the test?
When you may have to extend FMLA beyond 12 weeks
The power of clear communication between employees and their managers in minimizing FMLA scheduling problems
The latest guidelines for deciding which days or hours to use for intermittent and reduced-schedule leave
Certain conditions that must be met before transferring an employee using intermittent leave to another position
Manage the changing legal realities of reinstating returning employees
When it is your absolute right to refuse to restore an employee to an equivalent position
Return-to-work medical certificate issues that managers are most apt to mishandle
How to sort through all the confusing issues when restoring employees to their previous positions
Is it really an "equivalent" position? Why it´s important you get this right
The special case of key employees: Do you understand your rights and obligations—and theirs—regarding job restoration?
Discipline—and terminate, if necessary—employees under the FMLA
Planning to terminate an employee under FMLA leave? What you need to know first
The importance of keeping the FMLA out of negative employment decisions
Unique disciplinary situations that can arise under the FMLA—and their practical solutions
A problem employee requests FMLA leave—does that change your plans to terminate him?
Solutions for dealing with employees on FMLA leave who "moonlight"
How to adequately protect yourself from retaliation claims
Coordinate leave under the FMLA and other overlapping laws
The ADAAA? Workers´ Comp? State laws? Why navigating overlapping laws is one of the toughest problems for managers
A helpful rule of thumb to follow when deciding which leave law applies when
How an employee can have a "serious health condition" but not be covered for a disability under the ADAAA
When Workers´ Comp leave may count against an employee´s FMLA leave
Pregnancy and the FMLA: Strategies that will get you through every tough situation
What you need to know about the "interactive process" under the ADAAA
Re-examining your light-duty policies and options
Avoid the biggest mistakes managers make in mastering their changing responsibilities under the FMLA
Administering the FMLA in today´s workplace—a 10-point checklist for managers
2 areas where supervisors are most likely to be held personally liable for FMLA violations
What courts that have addressed the issue of "individual liability" are finding
Privacy and medical information under the new FMLA and who can—and can´t—directly contact health care providers
Where to turn to find the latest court decisions and opinions you need to stay on top of
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1-800-867-4340
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