On July 16th of this year, the Department of Labor’s Wage and Hour Division (WHD) released revamped, optional-use forms for employers to utilize when administering employees’ requests for leave under the Family and Medical Leave Act (FMLA).
There visions to the forms do not alter the substance of leave benefits and protections available to covered employees under FMLA. The revamped forms make it simpler and easier for employees, employers, leave administrators and healthcare providers to understand and use. Among the updated forms are those used for eligibility, rights and responsibilities and designation notices, in addition to leave certification forms. They feature options for electronic signatures and contains boxes that can be checked instead of requiring written responses. These changes will save users time and,ultimately, reduce the likelihood of violations.
In addition to the revamped forms, the WHD also issued a Request for Information (RFI) seeking employer and employee feedback on the administration and use of FMLA leave. This RFI asks employees and employers to provide specific input as to what they would like to see changed in the FMLA regulations to better effectuate the rights and obligations under the Act. Given this initiative, further changes and revisions to FMLA, and to proposed paid family leave at the Federal level, can be anticipated in the future.
Additionally,the Department of Labor has issued guidance on return-to-work issues with respect to how the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the Families First Coronavirus Response Act (FFCRA) all impact the workplace as employees continue to return to work. This new guidance provides answers that add ress critical issues under all three laws.
Overview of the 7 revamped FMLA forms
Information solicited by the Department of Labor’s RFI with respect to FMLA regulations
Department of Labor’s return-to-work guidance
Family Medical Leave Act, Fair Labor Standards Act & Families First Coronavirus Response Act provisions and interaction
Paid Leave provisions under FFCRA
Why You Should Attend:
Administration of the Family and Medical Leave Act process can be a burden to many HR professionals. HR professionals have expressed frustration with the sheer number of FMLA tasks involved in administering leaves while ensuring compliance. The purpose of the revamped forms is to ease this administrative burden. The revamped forms address eligibility for leave, the designation of leave, and the certification needed from an employee’s health care provider.
Additionally,this webinar discusses the Department of Labor’s guidance on return-to-work issues with respect to COVID-19 and the interaction of the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the Families First Coronavirus Response Act (FFCRA).
Attend an ceat this webinar will provide participants with knowledge of the revamped FMLA forms along with what organizations need to know to be compliant with the FLSA,the FMLA, and the FFCRA in light of COVID-19.
Who Should Attend:
Human Resources Professionals
Leaves of Absence Administrators
You may ask your Question directly to our expert during the Q&A session.
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Diane L. Dee
Diane L. Dee, President of Advantage HR Consulting, LLC has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting, LLC in early 2016.
Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various compliance training firms across the country.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification.
Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1 PDC for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
This webinar has been approved for 1 HR (General) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for re-certification credit.