Suppose one or more of your employees has taken a leave of absence, and your company or department is buckling under the added stress—and you suspect that one or more of those employees may be taking advantage, and may not really be in need of family or medical leave – or may even not be entitled to it. What if one or more of your employees asks for intermittent leave? Administration of continuous leave can be challenging enough. Intermittent leave presents its own administrative challenges. With the continuing pandemic, more employees are in need of or looking for time off from work. How do you keep track of everything and ensure that your employees are abusing their leave? You can curb employee leave abuse. But how do you do it? Don’t despair!
Areas covered include, without limitation:
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Defining Leave Abuse
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Common Ways Employees Abuse Leave Time
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Determining Eligibility
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Using eligibility criteria
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Certifications, notice requirements, and call-in procedures to manage leave
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Documentation
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Reasonable Accommodations under the ADA/ADAAA
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Alternatives to leave as tools for curbing FMLAAbuse
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Investigations of Suspected Leave Abuse
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Intermittent leave
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Leave and COVID concerns
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Legal Defenses
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Other tools for curbing leave abuse.
Why You Should Attend?
This webinar will help you get a working knowledge of how you can minimize your company’s exposure to employee abuse of family and medical leave – be it under the FMLA, ADA, workers’ comp, or other applicable family and medical leave laws.
Who Should Attend?
*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.
Janette S. Levey
Janette S. Levey has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law.
Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems before they result in lawsuits or steep fines caused by government audits.
Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs.