Administering FMLA can be risky business — and if you're caught unprepared, you and your
organization could face costly fines and extensive litigation.
On November 17, 2008, the Department of Labor issued new Family and Medical
Leave Act regulations that went into effect on January 16, 2009. These changes include revisions to existing FMLA regulations and
implement active duty and military caregiver leave requirements. They are meant to improve communication between employees,
employers, and healthcare providers, so that the law operates more smoothly and that both workers and employers have increased
knowledge of their rights and responsibilities with regard to the law.
Were those the final recent changes to the FMLA? No!
On October 28, 2009, the National Defense Authorizations Act ("NDAA") for
the 2010 Fiscal Year expanded the military leave entitlements for "qualifying exigency" (or active duty) leave and military caregiver
Do you understand all of these changes?
FMLA basics can be confusing: determining which employees are covered, what benefits employees are entitled to, and how to better communicate the provisions of the act. The newest regulatory changes touch on a
variety of issues, from Military-Related Leave to Perfect Attendance Awards to Employer Notice Obligations, and there are also new
forms that have been published for FMLA requests. With all of these changes to an already-complex law, are you confident that you can
administer FMLA correctly and protect your organization?
Do you know the answers to these questions?
- Are all employees of a covered employer entitled to take military family leave?
- Can an employee take qualifying exigency leave if the covered military member is a stepchild? Alternately, can an
employee take qualifying exigency leave if the covered military member is a stepparent?
- How much notice must an employee provide before taking intermittent FMLA leave?
- Who is a "covered service member"?
- Can an employee continue to use FMLA for leave due to a chronic serious health condition?
- Does an employer have to provide employees with information regarding their specific rights and responsibilities
under the FMLA?
- How much notice must an employee give before taking FMLA leave?
- May an employer contact an employee's healthcare provider about a serious health condition?
- If there is more than a seven year break in service, can prior employee working hours be counted toward a
worker's having worked for you for 12 months?
- Can an employee use paid leave as FMLA leave?
If you answered "I'm not sure" or "I don't know" to even one question, then
you need to attend this program to keep yourself and your organization out of FMLA trouble. This powerful 1-hour audio conference
will help you carefully examine your FMLA policies and procedures to ensure consistency with the comprehensive list of regulations.
This is a worthwhile investment that could end up saving you thousands of dollars in the long run.
Don't just assume that you're doing it right or that you know enough to
get by. Get a true understanding of the law and be confident that your organization and its policies are fair, compliant, and
You and your entire team can benefit from this informative 1-hour
audio conference. Don't miss out — get great training that could save you a great deal of money in the years to come, and keep your
organization compliant with the most current FMLA provisions!
What You'll Learn
- Determine when an employee on intermittent leave has used up his or her "12 weeks"
- Administer the technical notice requirements of the FMLA both notices to and from employees
- Distinguish the difference between the types of family leave and medical leave and know which are subject to the law
- Identify what constitutes a "serious health condition"
- Understand the different considerations for determining a leave year, and the advantages and disadvantages of each approach
- Comply with the DOL's employment restoration and benefit protection rules
- Compute the 12 or 26 weeks FMLA leaves related to military personnel family members
- And much more!
Who Will Benefit
HR professionals, employer representatives, managers and supervisors and anyone who is involved with administering FMLA or needs a greater understanding of the law!