Most HR and benefits professionals would likely agree that when it comes to managing FMLA, it’s easier said than done. There seem to be obstacles every step of the way - from establishing reduced work schedules, requesting physician certifications, and getting second opinions to recordkeeping, deciding whether to use the calendar year method or rolling twelve-month method for calculating FMLA leave and all the steps between. In addition, there are also the ever-present concerns over not running afoul of related military caregiver and state requirements along with how to define a “serious” health condition. All together the FMLA represents a significant challenge for HR and benefits professionals, and one that, if not done correctly, invites employee abuse and potential legal liability for all employers.
Understanding the purpose and provisions of the FMLA
A government entity that enforces the FMLA
Situations that qualify for FMLA
Circumstances covered by the Military Families Provisions for Caregiving and Deployment (“qualifying exigency leave”)
Calculating the applicable 12-month period
Compensation during FMLA leave
Other types of leave that count towards a 12-week FMLA leave
Use of vacation or sick time with an FMLA leave
Job security while on FMLA leave
Understanding your legal compliance obligations
What time off counts as leave?
Rules for intermittent leave
Why You Should Attend:
Employers face a host of compliance issues in navigating FMLA leave and accommodation issues. To ensure FMLA compliance, employers need to know the rules regarding covered employers, eligible employees, leave entitlement, intermittent leave, how to request a leave, medical certification, job restoration, and treatment of health benefits. These rules can be confusing for employers and getting it wrong could expose them to substantial risks. It is essential for managers and supervisors, in addition to the HR staff, to know what the FMLA is and to understand how to comply with the FMLA.
This presentation cuts through the confusion with a clear, common-sense discussion of the Act and will assist participants in ensuring compliance when administering leaves in their workplaces.
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.
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.
This webinar has been approved for 1.0 HR (General) recertification 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 recertification credit.
Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org