FMLA Abuse: Legal Strategies for Identifying and Preventing it in Your Organization
|Date / Time:
The Family Medical Leave Act (FMLA) protects employees from losing their jobs if they have to take time off for certain reasons such as their own or a family member’s serious health condition. It's also becoming rife with abuse as more and more employees use it as cover for time off for non-qualifying situations. With the Labor Department expanding the law to include same-sex spouses it has just made it more complex for HR.
How can you comply with FMLA obligations while vigilantly remaining alert to potential abuse? If you suspect your employee is claiming FMLA for illegitimate reasons, what can you do? And how do you handle the employee who always takes intermittent leave around the weekends or near holidays? When is it okay to get second opinions on medical decisions? What about asking for recertification?
Join us to get answers to these questions as well as legal tips on other measures you can take to identify FMLA fraud, discourage it from happening, and put a stop to it.
About Your Presenter
- Keys to identifying FMLA abuse
- How much time is enough to establish a pattern of abuse
- Ways to train frontline supervisors on FMLA policies
- When to get a second opinion to determine if the employee/family member has a serious health condition
- Once an employee is certified for FMLA, when is it okay require recertification?
- Call-in policies and procedures as a means to control intermittent leave
- Keeping communication open with employees using FMLA
- And much more
Francine Esposito, Esq.
Day Pitney LLP
Francine Esposito has been a labor and employment practitioner for more than 20 years. Ms. Esposito regularly represents employers before various administrative agencies, at labor arbitrations, in employment-related litigation, and conducts harassment and other workplace investigations. She also has extensive experience in designing and conducting training for employers on a wide array of employment-related topics, including but not limited to, harassment and discrimination awareness, diversity, FMLA, interviewing and hiring, wage and hour compliance, conducting internal investigations, effective documentation, effective employee relations, and union avoidance. Ms. Esposito has represented employers in the logistics, banking, hospitality, media, healthcare, telecommunications, retail, casino, accounting, real estate, engineering and construction, and utility industries as well as educational institutions, among others.
Register today to learn how to put a stop to FMLA abuse at your organization.
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All US States: 1.5
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|Keywords For This Course:|
FMLA, FMLA abuse, FMLA obligations
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