FMLA regulations are complex and the consequences for noncompliance are severe. Take charge of leave requests while staying with the law.
The Family and Medical Leave Act has been around for more than 25 years, but it’s still the most challenging and confusing part of an HR professional’s job.
What exactly counts as a qualifying serious condition? Does plastic surgery count? How many hours of FMLA leave does a part-time employee have? How do you manage those small “incremental” leaves? What’s the best way to handle certification? When can you talk to the employee’s doctor? How do you coordinate FMLA with all those state and local leave laws?
The law includes so many little compliance steps, notification rules and paperwork traps. And mistakes are costly. Since 2012, employee lawsuits claiming FMLA violations have more than tripled. And many of those cases result in million-dollar verdicts or settlements—all because of a simple FMLA mistake at the HR or manager level. Plus, your employees have become experts at playing the FMLA game to their advantage. (It’s nicknamed the “Friday-Monday Leave Act” for a very good reason!)
On October 11, find out how to prevent and correct FMLA compliance problems and effectively manage every step of the FMLA process. The FMLA Master Class is the ideal compliance training for anyone who handles FMLA as part of their job.
Course Schedule
FMLA Compliance Essentials
You’ll start at the very beginning with an overview of the law, common types of leave and how to determine eligibility and set your calendar year. You’ll also learn about upcoming changes to federal and state laws regarding paid leave.
- Sick, pregnancy, child bonding, military-related leave and other criteria
- How to calculate eligibility based on years of service and hours worked
- Providing the right notices at the right time
- Managing unusual situations, such as unconventional family structures and relationships
- Understanding the DOL definition of “child” and “parent” … it's broader than you think!
Certifying & Controlling Intermittent Leave
The trickiest and most frequently abused aspect of FMLA is intermittent leave. You’ll master how it works, when it applies, how to manage it and what to do when it isn’t working or is being abused.
- Allowable reasons for intermittent leave
- How to document and track intermittent certification
- When intermittent leave is a right—and when it isn’t
- When intermittent leave means a permanent reduced schedule.
Managing Accommodations, Preventing Abuse
As the pandemic proved, the FMLA has a lot of loopholes that can be abused, and a lot of restrictions that can shut employees out from taking the time they need. Discover solutions to the complexity of managing leave so that everyone benefits—including your organization.
- How to respond when employees need additional leave after using up their FMLA & PTO
- Coordinating the intersection of ADA reasonable accommodations and FMLA leave
- How to spot FMLA leave abuse and what to do when you suspect it
- How the EEOC’s new caregiver discrimination guidance fits into FMLA leave
Return to Work
You must return employees to the same or “equivalent” jobs after FMLA. In this final section, you’ll learn the details to create a successful return-to-work program, plus how to address the challenges that come with it, including discharge, ADA impacts and other reinstatement rules.
- Discovering poor performance or wrongdoing during FMLA absence
- How the ADA affects the employee’s return
- Documentation and certification necessary for reinstatement
- When you can fire a worker out on FMLA
Anniken Davenport is an attorney and a well-known author and speaker on employment law issues. She is the editor of the HR Specialist: Employment Law newsletter series and has authored several books, including The FMLA Compliance Guide, Bullet-Proof Your Employee Handbook and the Employer’s Practical Legal Guide. She is the co-author of Labor & Employment Law for the 21st Century by Prentice Hall. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College.
Direct Access to Your Instructor
Each session includes dedicated Q&A discussion time, plus you can contact Anniken throughout the program with your own specific questions.
"The presentation was spot on … many questions relevant to HR Professionals when it comes to FMLA & ADA. I will definitely be on the lookout for continuing education options with Business Management Daily as well as opportunities to hear from Anniken Davenport again. Thank you!"
Beth L., Illinois Oil Marketing Equipment
"I wasn’t looking forward to a 4 hour class lol, but I have to say, it was so well done and so informative. The time flew by! Great presentation. And great handouts. Thank you!"
Anna B., Hanover Auto Team
“I thought the content was very comprehensive and enhanced my current knowledge of FMLA. The platform opened easily and there were no technical issues throughout the entire webinar. I liked the quizzes that were added throughout the webinar."
Michelle S., Brose
"Everything was explained thoroughly. It was very easy to maneuver through and understand. I would like to thank all that were involved with this webinar. There was lots of helpful information."
Breanne S., San Antonio Water System
Registration Bonuses
FMLA Master Class Course Materials
Tailored course materials and handouts for all four sessions. You’ll receive specific tools to help you master the FMLA essentials, certify and control intermittent leave, manage accommodations, prevent abuse and handle returns to work.
FMLA Forms & Sample Templates
FMLA Forms & Sample Templates is for all your FMLA needs. Providing the proper forms is critical to administering FMLA correctly. These sample templates cover your bases and are easy to edit and customize for your needs.
Satisfaction Guaranteed
If the FMLA Master Class fails to meet your needs, we will refund 100% of your tuition, no questions asked—and your course materials and bonus gifts are yours to keep.
Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.
The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
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