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FMLA disputes have been a big part of HR departments for ten years now and they have only grown in importance. The number of requests for FMLA leave has risen dramatically. The number of employees affected by it has increased. Are you prepared?
Are your employees taking advantage of intermittent leave?
The concept of intermittent FMLA leave is great for your employees. But it’s also confusing. How can you be certain an employee is using intermittent leave fairly and not taking advantage of your company? Can you be sure, if you deny an employee intermittent leave, that your company won’t be sued or dragged into court?
Do you really know FMLA as well as you should?
Have you ever felt unsure of the steps you needed to take when an employee requested leave? Felt frustrated by an employee who you thought might be taking advantage of intermittent leave time? Wondered if you owed an employee on leave a bonus? FMLA is an extensive and often confusing law. Is it any wonder you find yourself second-guessing your decisions?
In just six short hours, we’ll catch you up on months of FMLA research, clarify the “gray areas” of FMLA eligibility for each and every one of your employees, and determine exactly which medical conditions can be granted leave under the confusing triangle of FMLA, ADA, and Workers’ Comp.
Deny leave? Approve leave? Get rid of the confusion
More than any other regulation, act, or rule, FMLA affects your employees on a personal level. When your employees come to you for approval of FMLA time, they are likely facing a life-changing event – be it an illness, a death in the family, a new child, an injury, or the care of a parent, among others.
Sometimes “no” is the only answer you can give – legally. But you want to be 100 percent sure that you’re denying leave based on facts, not hunches. Or, conversely, approving leave based on facts, not on an emotional employee’s pleas. The only way to protect your company from potential legal backlash is to let the law guide you. That’s what this FMLA Compliance training will do for you … get you up-to-date on the facts in just one day.
Do you know the answers to these tough FMLA questions?
If you weren’t absolutely confident that you had the correct answers to the questions above, you can’t afford to miss this workshop. In just one day, you’ll get the answers to all of your important FMLA questions from a qualified instructor.
This one-day FMLA program has been specifically designed for busy human resource and benefits professionals, business managers, office managers, administrators, directors, payroll professionals, attorneys, supervisors, managers, and anyone who deals with human resources as a part of their job.
Debunking Common Misconceptions About FMLA Leave
Know Your Company’s Rights Under FMLA
The Complex — and Often Confusing — Relationship Between FMLA, ADA, and Workers’ Comp
Crossing Your FMLA “T’s” and Dotting Your “I’s” Safely and Legally
FMLA violations Maintaining Total FMLA Compliance at All Times
Special Section: FMLA & Intermittent Leave
National Seminars Training is focused on meeting the ever-expanding continuing education needs of adult professionals in all industries and professions. Our sole mission is to provide the results-producing training you need, when and where you need it, and at a price that is cost-effective for you and your organization.
National Seminars Training is a d/b/a of The Continuing Education Center, Inc., a subsidiary of the Graceland College Center for Professional Development and Lifelong Learning, Inc. Graceland University, founded in 1895, is a private, four-year liberal arts university whose continuing education outreach is committed to providing high-quality opportunities for ongoing professional development. The Center has helped advance the careers of more than 10 million participants in business training seminars throughout the U.S. and around the world.
If you cannot attend a workshop for which you are registered, you may send a substitute or receive a credit memo toward a future workshop. If you cancel your registration up to five business days before the workshop, your registration fee will be refunded less a $10 enrollment charge.