Your Toughest FMLA/CFRA Issues—Solved

Webinar: ID# 1026440
Recorded On-Demand
About This Course:
The Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) have been in existence for many years, and most HR professionals know the basics. But it’s the tiny and tricky details that trip up even the savviest practitioners.

There’s no “good faith” exception for FMLA/CFRA compliance if you get it wrong, you are setting your organization up for costly lawsuits and terrible PR.

But nearly all of the common mistakes employers make with FMLA/CFRA administration and recordkeeping can be prevented by thorough preparation. Even if it’s a situation you personally have never encountered before, someone else has and there is a correct answer.

Don’t miss our webinar when an experienced California-based employment attorney will walk you through the ins and outs of the FMLA/CFRA so that you don’t get caught up in its many tripwires.

You’ll learn:
  • If and when you could be held individually liable for FMLA/CFRA violations
  • Whether having fewer than 50 employees automatically relieves you from FMLA/CFRA obligations—and what to watch out for
  • Whether an employee must work a continuous one-year period to be considered an eligible employee
  • How to handle a situation where someone requests FMLA/CFRA leave to care for his or her parent—even though the parent doesn’t really require caregiving so much as companionship
  • Whether your consent is needed for an employee to take intermittent leave for “baby bonding”
  • What to do if an employee requests additional FMLA/CFRA leave for the same reason or condition as initially stated—and when the
  • Americans with Disabilities Act (ADA)/California Fair Employment and Housing Act can come into play
  • Whether you may transfer an employee who misses work on an intermittent basis (e.g., migraines) to another position that is less of a scheduling burden for your organization
  • When an employer must designate time off as FMLA/CFRA leave—even when you or the employee would prefer not to
  • The biggest question employers have with respect to FMLA/CFRA notices and the non-English-speaking workforce—and the correct answer
  • Whether you can require a “fitness-for-duty” certification when an employee takes intermittent leave
  • How to manage goal-setting and bonus payouts for employees on FMLA/CFRA leave who didn’t meet those goals due to leave (e.g., perfect attendance, products sold, etc.)
About Your Presenter:

Miranda Watkins, Esq.
Fisher Phillips LLP

Miranda Watkins is an associate in Fisher Phillip LLP’s San Diego office. She is passionate about counseling businesses of all sizes on their day-to-day labor and employment issues, offering preventative advice and tools to protect employers. She also litigates cases on variety of issues, including disability discrimination claims, leaves of absences, wage and hour claims, retaliation and wrongful termination. She represents employers in a range of industries in all areas of labor and employment law. Before joining Fisher Phillips, she worked as an associate attorney for a national law firm, focusing on employment and general civil litigation matters.
Your Toughest FMLA/CFRA Issues—Solved
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