It is unfortunate that HR professionals actually have to manage abuse of employee leave - but it is a reality, as more and more employees utilize the FMLA as a means to avoid disciplinary action for poor attendance and tardiness. But what can HR do? Well, a lot.
Even though the FMLA regulations are complex, confusing, and present loopholes that are easy to exploit, companies should not be reluctant to deny leave or terminate troublesome employees for fear of being sued. This training session will help you identify exactly what you can do – and how to take decisive action in even the most delicate situations.
- Strategies for identifying abuse
- Employer obligations under the Family and Medical Leave Act
- The most common abuses of FMLA and why it's happening
- Recent changes to the FMLA that make it easier for employers to curb abuse
- Company policies you must have in place to effectively manage FMLA leave—and abusers of leave
- How to leverage your internal resources to prevent FMLA abuse
- How to identify abuse - and the individuals you need to involve in an internal investigation
- The basic steps in how to conduct an effective investigation and how to acquire physical, documentary, and testimonial evidence
- How to effectively document FMLA to confront abusers
- How to take effective steps managing FMLA abuse investigations
- The risks in just getting testimonial evidence to support a FMLA abuse case
- How to evaluate investigative findings and prepare a report that is court-ready
About Your Speaker:
Natalie Ivey is President and CEO of Results Performance Consulting, Inc., a firm specializing in leadership and employee development training and continuing education programs for the HR profession.
Ms. Ivey is an author and a national public speaker with more than two decades of leadership and HR management experience with Fortune 500 organizations. She is a member of the Society for Human Resource Management and holds the Senior Professional in Human Resources certification (SPHR). Ms. Ivey is a nationally-known speaker on a variety of topics within the HR profession and is known for her "tell-it-like-it-is", direct approach to teaching HR education.
Ms. Ivey routinely works with individuals, small businesses, and larger corporations to address destructive leadership behaviors and organizational dysfunction. She designs customized training programs to help employers correct poor behaviors, minimize legal exposure, and improve performance and profitability.
PHR / SPHR Credits!
This program has been approved for 1.5 re-certification credit hours through the HR Certification Institute. For more information about certification or re-certification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for re-certification credit.