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 or her?
- 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
Sponsor Background:
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Cancellation Policy: Cancellations received up to five business days before the workshop are refundable, minus a registration service charge, which you may apply toward any future workshop. After that, cancellations are subject to the entire workshop fee, which you may also apply toward a future workshop. Please note that if you don’t cancel and don’t attend, you are still responsible for payment. Substitutions may be made at any time.
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