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This activity has been approved for (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org." ...more

Overview

Do you really know FMLA as well as you should? Does your organization have a thorough policy that covers all of the situations you might face in administering FMLA? If an employee tries to take advantage of FMLA, would you know how to handle it? 

The Family and Medical Leave Act (FMLA) is a 1993 law that allows qualified employees to leave for up to 12 weeks per year for qualifying medical conditions, to care for seriously ill family members, and to expand their families. Whether an employee asks to leave under this program or not, all employees who qualify for FMLA leave must be granted it correctly.

This in-depth seminar will cover the basics of FMLA administration, and much more, including:

• Evaluate the "Certification of Health Care Provider" and how to get all the information you need
• Handle Incomplete Certifications
• Address the employee’s Intent to return to work or intent not to return to work
• Assess the employer’s request for Fitness for Duty Certification/Return to Work Note

Don't get caught unprepared. Your organization could end up in a tangled legal web if you're not familiar with the intricacies of FMLA. With every new court case, the FMLA becomes better defined - and sometimes more confusing. In just one hour, you'll gain a better understanding of the FMLA, learn to eliminate FMLA confusion and explore real-life issues.

Employers need to ensure that all HR staff and all managers who deal with employee leave requests are well-versed in the finer details of FMLA-related leave. HR professionals, in particular, should understand who is eligible for leave, how much they're eligible for, how to track FMLA absences, and how intermittent FMLA leave is managed.

Administering FMLA leave can be made easier if you have a clear procedure that employees understand and can easily utilize when the need for leave arises. Additionally, HR professionals must understand the various forms and deadlines for remaining compliant under the FMLA, in addition to other federal laws like the Americans with Disabilities Act (ADA), and workers' compensation claims.

Why you should Attend

The Family Medical Leave Act (FMLA) has been challenging employers since its passage in 1993. Long definitions, specific timelines, and counter-intuitive rules leave even experienced human resource practitioners questioning how to handle FMLA and related matters.

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% 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 critical workshop will do for you…get you up to date on the facts.

Areas Covered in the Session

• Know what the FMLA really says
• Coordinate your FMLA policy with your other leave policies and avoid overlap
• Understand how FMLA can work to your advantage
• Employer coverage and individual eligibility regulations
• How to determine FMLA eligibility quickly and easily
• What qualifies as a serious health condition
• Tips and guidance for "gray area" conditions, including multiple concurrent conditions
• The "do's and don'ts" of return-to-work certifications
• Handling suspected FMLA abuse without running afoul of the law
• How to manage intermittent and reduced-schedule leave
• Tips for curbing FMLA abuse

Who Will Benefit

• HR Professionals
• Managers
• Supervisors
• Business Owner