Zurich, Switzerland: +41 - 43 434 80 33 | US: (510) 954-3145 | support@traininng.com
Instructor
Janette S Levey
The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for
2 HR
(General) recertification credit hours toward aPHR,
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 need 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 need or look 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!
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, or workers’ comp or other applicable family and medical leave laws.
We are living in very turbulent, confusing times. Occasionally you get one or a few employees, who either game the system or who start out with a legitimate leave request but somewhere along the way, start to take advantage.
Leave abuse in one way or another will impact your company’s bottom line.
Whether immediate or eventual, decreased productivity will be one of the first effects-and decreased productivity usually means decreased revenue. Often it also leads to lower morale amongst your other employees, which can impact your company’s ability to attract and retain good talent. That too has an impact on your company’s bottom line.
Knowing what you do and do not have to do, what your employees are and are not entitled to regarding family medical leave, when you are faced with multiple leave requests is your first line of defense to leave abuse, or allegations of FMLA, ADA and Workers’ Comp violations. The different, potentially, overlapping laws can be confusing to even the most seasoned HR practitioners or employers. Join us and gain some tools for untangling the web!