Is ensuring your company's compliance with the Family and Medical Leave Act (FMLA) giving you a 'serious health condition'? Does trying to determine the interplay between the FMLA, the Americans with Disabilities Act (ADA), and the Fair Labor Standards Act (FLSA) make you want to file an unfair labor practice charge? If so, then this information is for you.
You will learn what constitutes a 'serious health condition' under the FMLA, what you can do to identify and address potential abuse of FMLA leave, and the interplay between the FMLA and other similar medical and disability-related leave statutes. As if that weren't enough, this topic will also provide tips and tricks for suggested best practices and answer your FMLA-related questions.
WHY SHOULD YOU ATTEND?
It is estimated that mistakes employers make in managing FMLA cost $21 billion in lost productivity, continued health benefits, and labor replacement. Understanding the law, as well as the interaction of FMLA with other laws can be a challenging task. Studies estimate that over half of all employers have granted unverified time off.
Lawsuits that have resulted from wrongful terminations cost on average over $300,000. Information may mean better and more cost-effective decisions may be made and provide protection to the company.
LEARNING OBJECTIVES
- Serious health condition
- Inpatient care
- Continuing treatment
- Chronic conditions
- Abuse
- Authentication/clarification
- Re-certification
- Second opinions
- The interplay between FMLA and related statutes
- ADA
- Title VII
- FLSA
WHO WILL BENEFIT?
- HR managers
- CFOs
- Office managers
- VPs of HR
It is estimated that mistakes employers make in managing FMLA cost $21 billion in lost productivity, continued health benefits, and labor replacement. Understanding the law, as well as the interaction of FMLA with other laws can be a challenging task. Studies estimate that over half of all employers have granted unverified time off.
Lawsuits that have resulted from wrongful terminations cost on average over $300,000. Information may mean better and more cost-effective decisions may be made and provide protection to the company.
- Serious health condition
- Inpatient care
- Continuing treatment
- Chronic conditions
- Abuse
- Authentication/clarification
- Re-certification
- Second opinions
- The interplay between FMLA and related statutes
- ADA
- Title VII
- FLSA
- HR managers
- CFOs
- Office managers
- VPs of HR