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CFRA Certifications Demystified: Critical Compliance Essentials To Keep You Out Of Legal Hot Water

Webinar: ID# 1023685
Recorded On-Demand
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About This Course:
Family leave is a hot topic among employers everywhere right now—and especially here in California.

Although the California Family Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA) are similar, there are several key differences, most of which make life even more challenging for HR professionals.

Last year, Gov. Jerry Brown vetoed bills he said would create a disparity between CFRA and FMLA, but legislators are reviving those bills. If the legislation moves forward, changes may be on the horizon for California employers, including how medical certifications may be requested.

Join us when California attorney Marc Jacuzzi will provide the latest updates on how to ensure that your FMLA/CFRA certification requests comply with legal and regulatory requirements. You’ll learn what you may legally request in terms of a medical certification from your employees and strategies for getting the information you need to properly designate leave.

Learning Objectives:
  • Essential CFRA definitions and how they apply to medical certifications requested under California law
  • Your rights as an employer when it comes to medical leave for employees
  • Guidelines for getting the proper healthcare certification forms you need
  • Who’s included under the PFL (paid family leave), and what you may request to certify compliance
  • Best practices for obtaining documentation to determine if a California employee is entitled to paid and/or protected leave
  • Potential legislative changes happening in Sacramento—and what it could signal for California employers
  • Why it’s important to have proper medical certification when designating leave—and what that entails
  • Rules related to fitness-for-duty certifications before and after returning from leave
  • Compliance essentials for certifications pertaining to pregnancy disability leave here in California
  • The difference between serious health conditions and common ailments identified on the medical certification, so you can properly allow or deny leave
  • How to handle a situation where you need to obtain clarification on a medical certification due to vagueness, incompleteness, or ambiguity
  • The limits of your right to obtain subsequent medical opinions concerning a serious health condition
About Your Presenter:

Marc Jacuzzi, Esq.
Director Attorney
Simpson, Garrity, Innes & Jacuzzi

Marc Jacuzzi, the director attorney in Simpson, Garrity, Innes & Jacuzzi P.C.’s Walnut Creek office, has broad experience in employment law matters. He has represented numerous employers as defendants in civil rights actions (including claims under the ADEA, ADA), Title VII of the Civil Rights Act, FEHA, and other state discrimination statutes, wage claims, wrongful termination claims; unfair business practices claims (Section 17200), non-competition claims (Section 16600), contract disputes and various tort claims filed with the EEOC, the DLSE, various other state agencies and in various state and federal courts. Jacuzzi's practice also involves employment law counseling.

Mr. Jacuzzi regularly advises clients regarding all aspects of the employer/employee relationship including hiring and termination issues, wage and hour requirements, employee classification issues, civil rights/discrimination issues, commission plans, employment contracts, employee handbooks and policies, confidential information agreements, reductions in force, leaves of absence issues, employment audits, M&A employment issues, violence in the workplace issues and international employment issues.
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CFRA Certifications Demystified: Critical Compliance Essentials To Keep You Out Of Legal Hot Water
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