FMLA Update 2011: Are You Compliant?
1-Hour CareerTrack Audio Conference
Administering FMLA can be risky business — and if you're caught
unprepared, you and your organization could face costly fines and extensive
On November 17, 2008, the Department of Labor issued new Family and Medical
Leave Act regulations that went into effect on January 16, 2009. These changes
include revisions to existing FMLA regulations and implement active duty and
military caregiver leave requirements. They are meant to improve communication
between employees, employers, and healthcare providers, so that the law
operates more smoothly and that both workers and employers have increased
knowledge of their rights and responsibilities with regard to the law.
Were those the final recent changes to the FMLA? No!
On October 28, 2009, the National Defense Authorizations Act ("NDAA") for the
2010 Fiscal Year expanded the military leave entitlements for "qualifying
exigency" (or active duty) leave and military caregiver leave.
Do you understand all of these changes?
FMLA basics can be confusing: determining which employees are covered, what
benefits employees are entitled to, and how to better communicate the
provisions of the act. The newest regulatory changes touch on a variety of
issues, from Military-Related Leave to Perfect Attendance Awards to Employer
Notice Obligations, and there are also new forms that have been published for
FMLA requests. With all of these changes to an already-complex law, are you
confident that you can administer FMLA correctly and protect your
Do you know the answers to these questions?
- Are all employees of a covered employer entitled to take military family
- Can an employee take qualifying exigency leave if the covered military
member is a stepchild? Alternately, can an employee take qualifying exigency
leave if the covered military member is a stepparent?
- How much notice must an employee provide before taking intermittent FMLA
- Who is a "covered service member"?
- Can an employee continue to use FMLA for leave due to a chronic serious
- Does an employer have to provide employees with information regarding
their specific rights and responsibilities under the FMLA?
- How much notice must an employee give before taking FMLA leave?
- May an employer contact an employee's healthcare provider about a serious
- If there is more than a seven year break in service, can prior employee
working hours be counted toward a worker's having worked for you for 12
- Can an employee use paid leave as FMLA leave?
If you answered "I'm not sure" or "I don't know" to even one question, then
you need to attend this program to keep yourself and your organization out of
FMLA trouble. This powerful 1-hour audio conference will help you carefully
examine your FMLA policies and procedures to ensure consistency with the
comprehensive list of regulations. This is a worthwhile investment that could
end up saving you thousands of dollars in the long run.
Don't just assume that you're doing it right or that you know enough to get
by. Get a true understanding of the law and be confident that your
organization and its policies are fair, compliant, and consistent.
Who will benefit?
HR professionals, employer representatives, managers and supervisors, and
anyone who is involved with administering FMLA or needs a greater
understanding of the law!
During this information-packed program, you will familiarize yourself with
the basics and learn how to:
- Determine when an employee on intermittent leave has used up his or her
- Administer the technical notice requirements of the FMLA — both notices to
and from employees
- Distinguish the difference between the types of family leave and medical
leave and know which are subject to the law
- Identify what constitutes a "serious health condition"
- Understand the different considerations for determining a leave year, and
the advantages and disadvantages of each approach
- Comply with the DOL's employment restoration and benefit protection rules
- Compute the 12 or 26 weeks FMLA leaves related to military personnel
- And much more!
You and your entire team can benefit from this informative 1-hour audio
conference. Don't miss out — get great training that could save you a great
deal of money in the years to come, and keep your organization compliant with
the most current FMLA provisions!
Audio Conference Start Time: 1-Hour CareerTrack Audio
2 pm Eastern
1 pm Central
12 pm Mountain
11 am Pacific
10 am Alaskan
9 am Hawaiian
Conference and CD - US $248
Conference Only - US $199
Conference CD Only - US $199
Immediately following the Audio Conference, the
phone line will be opened up to conference participants who wish to submit
questions to our speaker, time permitting.