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Practical, Everyday Applications of FMLA for Your Workplace
It's been over a decade since the Family and Medical Leave Act of 1993 was passed by Congress. Unfortunately, the confusion that surrounded the law in the beginning has only deepened through the years. Court decisions and opinions by the Department of Labor (DOL) — which issues the operational regulations — have muddied the waters and made human resources and personnel unsure about what to do.
Some make mistakes that cost their organizations plenty. Others stick their heads in the sand and hope for the best. Still others endure sleepless nights and worry constantly because they know the stakes are extremely high and the opportunities for error practically endless.
Make no mistake: FMLA does NOT stand for "Friendly Medical Leave Act." In fact, it's anything but.
Consider what these cases taught …
Saroli vs. Automation & Modular Components, Inc. — It is extremely costly to only grudgingly honor an employee's right to leave and to maintain a corporate culture that treads on employees' rights.
Smith vs. K&F Industries, Inc. — There ARE circumstances in which organizations with fewer than 15 employees can be liable under FMLA.
Spangler vs. Federal Home Loan Bank of Des Moines — Even a conversational, casual reference to a recurring medical condition can constitute a request for FMLA leave.
These examples go on and on — and that's why HR personnel and managers can't afford to assume that what they think they know about FMLA is true. Attend this seminar and get the practical, applied facts that will keep your company out of trouble.
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Cancellation Policy: You may cancel your registration up to 10 business days before the seminar. Your registration fee will be refunded less a cancellation fee. If you need to cancel less than 10 business days prior to the seminar you may (1) send a substitute from your organization or (2) transfer your registration fee within 12 months to another seminar or conference of your choice. 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.