FMLA Intermittent and Reduced Schedule Leave: HR's Guide to Overcoming Compliance Challenges
|Date / Time:
Confusion surrounding FMLA intermittent leave is consistently one of HR's biggest headaches.
Employers struggle with figuring out how to provide the leave guaranteed under the law without putting undue burdens on themselves. That's a struggle that's bedeviled employers since the law went into effect nearly two decades ago.
In fact, dissatisfaction over the use of intermittent leave was identified as the "single most serious area of friction between employers and employees seeking to use FMLA leave," according to a recent Department of Labor report.
Participate in this advice-rich webinar and get tips to identify, correct, and prevent FMLA compliance problems so you can effectively manage all intermittent leave issues.
- How to tell what types of absences should be classified as intermittent or reduced schedule leave under FMLA
- The supervisor or manager's role in helping you properly designate leave
- Must-have call-in and attendance procedures to abide by
- How often you can request recertification when the medical certification notes a specific duration of time
- When clarifying the need for leave with the medical provider is permitted, and when you may want to consider getting a second or third opinion
- What you can do to try and ensure that employees are only out for medical treatment at non-mission-critical work times
- When a temporarily transfer to another position is generally warranted to minimize disruptions to your workplace
- What you must be sure to do when transferring an employee temporarily to an alternative position
- What you can do to cure employees who've got a case of the "Monday/Friday call-in syndrome"
- Legal strategies for verifying employees' stated reasons for their absences
- How far your right to request recertification goes when you suspect an employee of abusing the system
- How to get the FMLA medical certifications you need to authenticate intermittent or reduced schedule leave without overstepping federal legal bounds
- How to enforce your call-in and attendance policy in compliance with federal law to effectively curb FMLA intermittent leave abuse
- How to properly calculate the leave entitlement for an exempt employee that works in excess of 40 hours per week
In just 90 minutes, you'll get the answers to your toughest intermittent leave questions so you can prevent FMLA abuse and stay in compliance. Register now for this informative event risk free.
About your presenter:
As an attorney with Fenwick &West LLP in San Francisco, Allen Kato's practice concentrates exclusively on advising employers in all aspects of employment law, including equal employment opportunity, leaves of absences, wage and hour, wrongful termination, privacy, employment agreements and compensation plans, unfair competition, and trade secret matters. He also trains managers and human resources professionals on a regular basis.
Mr. Kato holds bachelor's from the University of California, Davis and a law degree from the McGeorge School of Law at the University of the Pacific. He is a member of the California Bar. Before opening his own law practice, Mr. Kato practiced for almost 30 years with the law firms of Fenwick &West, and with Schachter, Kristoff, Orenstein &Berkowitz.
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|Licenses / Designations / Educational Credits:||PHR / SPHR Re-Certification Credits|
All US States: 1.5
|About The Provider:
||BLR® is the leader in helping organizations, and their employees, reduce safety, environmental and employment compliance-related legal exposure, stay on the right side of law, and achieve their full potential. We offer best-in-class compliance product and services that includes news, information & analysis, best practice guidance, employee training and turn-key tools delivered in a wide range of formats from online applications, live events and websites to books, CD's, Video, Posters and newsletters geared to all sized organizations and industries.
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|Keywords For This Course:|
FMLA, Family and Medical Leave Act, intermittent leave
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