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 February 14, 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.
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, it could even include siblings
- What happens when a holiday surrounds FMLA leave — there’s brand new guidance
- 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.
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.
"Very good! I could easily understand what the speaker was talking about and the hand outs have good information to reference."Raechel G., St Clair RXIII School District
"For being a very complicated issue I found it very informative. I would highly recommend this to anyone that is new to administering the FMLA in their job."Cathy M., Douglass Properties
"Great info, love the quizzes! PowerPoint was clear & easy to follow, and the handouts were helpful resources."Sonya Z., Keiki O Ka Aina Family Learning Centers
"The class was very informative and I feel like I learned numerous things from it."Shelley F., Teton County