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:
SkillPath's seminars, videos, books and software packages offer expert guidance on everything from how to get the most from the latest version of your favorite computer programs to how to manage people, time, projects or priorities and just about everything in between. At current count, SkillPath's curriculum includes more than 60 different seminar topics and nearly 200 book, audio and video titles.
SKILLPATH GUARANTEES RESULTS If you're not happy, SkillPath is not happy. Go back to work and apply the new techniques you learned in any of SkillPath's seminars. If you're not absolutely delighted with the results you achieve, write to them right away. They will issue you a refund or arrange for you to attend another SkillPath seminar without paying another penny. That's the SkillPath Guarantee!
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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