The FMLA continues to pose challenges in the workplace. Whether it's the employee on intermittent leave due to an unpredictable or subjective chronic condition or the employee who has been off work for four months and keeps saying he will be returning soon, human resources professionals, in-house counsel, supervisors, and business leaders must constantly balance business needs and the requirements of the FMLA.

Without the proper procedures and protocols, policies, forms, internal training, and fundamental knowledge of the law and what it requires, FMLA compliance is difficult to obtain.

Review, step-by-step, how businesses and organizations can audit their FMLA practices and procedures in order to ensure compliance. A working knowledge of the FMLA is recommended.What You'll Learn:Purpose of an FMLA Audit

• Why Conduct an FMLA Audit?
  
• Audit Objectives

How to Review Your FMLA Policy

• Determining Whether, Where, and to Whom the FMLA Applies
  
• Key Aspects of Your Policy
  
• Selection of Various Options Given to Employers
  
• How to Update for Recent Changes
  
• Harmonizing With Your Other Leave Policies (Attendance, Vacation, Sick Pay, PTO, Short-Term Disability, etc.)
  
• USERRA vs. FMLA Military Caregiver and Exigency Leave

How to Ensure Proper Practices, Procedures, and Recordkeeping

• How to Properly Administer Leave, From Start to Finish
  
• How to Audit Your Intermittent Leave Practices
  
• How to Ensure Compliance With the ADA
  
• How to Ensure Compliance With GINA
  
• How to Ensure Proper Documentation Is Made and Kept
  
• Tools for Managing Leave Abuse Issues
  
• Forms and Posters
  
• Recordkeeping

FMLA Training

• Who Should Be Trained?
  
• What Training Should Cover