FMLA compliance is hard enough on its own, and working out how it overlaps with the Americans with Disabilities Act (ADA) and the Fair Labor Standards Act (FLSA) makes it harder. This 60-minute FMLA webinar takes on the issues employers struggle with most.
You'll learn what qualifies as a serious health condition, including inpatient care, continuing treatment and chronic conditions. The session then covers how to identify and address possible leave abuse through authentication and clarification, recertification and second opinions.
Finally, it explains how the FMLA interacts with the ADA, Title VII, the FLSA and similar medical and disability leave laws, and shares best practices and answers to common FMLA questions.
WHY SHOULD YOU ATTEND?
Employer mistakes in managing FMLA leave are estimated to cost $21 billion in lost productivity, continued health benefits and replacement labor. Studies suggest more than half of employers have granted unverified time off, and wrongful termination lawsuits cost over $300,000 on average. Better information leads to better, more cost-effective decisions.
This session suits HR managers, VPs of HR, CFOs and office managers.
AREA COVERED
Serious health condition
- Inpatient care
- Continuing treatment
- Chronic conditions
Abuse
- Authentication and clarification
- Recertification
- Second opinions
FMLA and related statutes
- ADA
- Title VII
- FLSA
LEARNING OBJECTIVES
- Determine what qualifies as a serious health condition under the FMLA
- Identify possible FMLA leave abuse
- Use authentication, clarification, recertification and second opinions correctly
- Explain how the FMLA interacts with the ADA, Title VII and the FLSA
- Apply best practices for FMLA administration
WHO WILL BENEFIT?
- HR managers
- CFOs
- Office managers
- VPs of HR
Employer mistakes in managing FMLA leave are estimated to cost $21 billion in lost productivity, continued health benefits and replacement labor. Studies suggest more than half of employers have granted unverified time off, and wrongful termination lawsuits cost over $300,000 on average. Better information leads to better, more cost-effective decisions.
This session suits HR managers, VPs of HR, CFOs and office managers.
Serious health condition
- Inpatient care
- Continuing treatment
- Chronic conditions
Abuse
- Authentication and clarification
- Recertification
- Second opinions
FMLA and related statutes
- ADA
- Title VII
- FLSA
- Determine what qualifies as a serious health condition under the FMLA
- Identify possible FMLA leave abuse
- Use authentication, clarification, recertification and second opinions correctly
- Explain how the FMLA interacts with the ADA, Title VII and the FLSA
- Apply best practices for FMLA administration
- HR managers
- CFOs
- Office managers
- VPs of HR