It is important if not critical, for Employers to have an in-depth understanding of the Family Medical Leave Act (FMLA) impacts their company. The ability to manage the idiosyncrasies of the processing of FMLA and how one processing failure can result in thousands of dollars in fines & penalties, auditing by the Department of Labor (DOL), cost of investigations, loss of productivity, and the cost of misuse by employees. In addition, statistics show that over 61% of Employers have difficulty managing FMLA leave and intermittent leave.
When you add the complexities of COVID-19, vaccine exemptions, reasonable accommodation and changes in states based on the definitions of eligible family members and other new mandatory regulations like paid leave regulations, and currently or soon to be legally effective, the possibility of FMLA overlapping with the American with Disabilities Act (ADA), the increase of discrimination claims and wrongful termination allegations by employees, it is no wonder that this long time leave process is an administrative nightmare for Employers.
Many Employers are confused about what to do if an employee requests additional leave to manage their illness or their family member’s illness. Should Employers extend the unpaid leave on a case-by-case basis, or should they limit those decisions across the board? Additionally, when does the ADA supersede FMLA? Is there reasonable accommodations that can be offered? Does the Employer risk violations when making these decisions?
Session Highlights:
- Learn what regulatory agencies enforce FMLA processing and how you can protect yourself from being a target
- Learn how preparing your managers with compliance training can reduce your risk for high penalties as a good faith effort to avoid FMLA violations
- Learn why Employers are at risk for FMLA allegations even when employees don’t ask for FMLA
- Learn how COVID-19 has impacted FMLA
- Learn how the state paid leave programs interact with FMLA
- What are the challenges with employees on FMLA leave who do not pay for their benefits?
- Is extended leave part of the ADA’s reasonable accommodations requirements?
- How can the DOL assist with FMLA extensions?
- How do Employer policies impact decisions of FMLA extensions?
- How can Employers protect themselves against FMLA retaliation when deciding not to extend FMLA for employees?
- What is the best way to accommodate employees without impacting your company?
- How does the DOL manage FMLA extension requests?
- How should HR professionals manage FMLA extension requests?
- What about third-party administrators (TPA) if you outsource your FMLA Administration?
- How does the ADA regulate decisions about reasonable accommodation requests?
- What policies should be in place to mitigate allegations of retaliation?
- What policy will decrease your risk when you integrate it with your Employee Handbook?
- What if you need to terminate an employee after they complete their 12-week FMLA leave?
- How can the Employer protect itself from hard decisions in rejecting FMLA extension requests?
Why You Should Attend:
Who Will Benefit:
1.5 CEUs/RCHs 
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