|The FMLA has been in existence for over 24 years. Most employers know the basics. Jeff Lindemann and Jeff Shoskin will focus on those seemingly obscure points (taken directly from the FMLA regulations) which have tripped up employers and led to costly settlements or verdicts. Unfortunately, many employers did not know they existed or simply misunderstood them. For example:
· Can you be sued individually?
· If you fall under 50 employees, are you automatically relieved from being a covered FMLA employer?
· Do you have to work a continuous one-year period to be considered an eligible employee?
· Can an employee use FMLA leave to care for his parent who simply feels more comfortable when the employee is around?
· Can an employee take intermittent leave for “baby bonding” without the employer’s consent?
· If an employee requests additional FMLA leave for the same reason, do they have to specifically reference the qualifying reason for the need for FMLA leave?
· Can an employer transfer an employee who misses work on an intermittent basis (e.g., migraines) to another position that is less of a scheduling burden for the employer?
· When must the employer designate the time off as FMLA leave?
· If a significant portion of your workforce is not literate in English, does an employer have to provide the general FMLA notice in a language they understand?
· Can an employer require a “fitness-for-duty” certification when an employee takes intermittent leave?
· If an employer issues bonuses based on reaching a certain goal (e.g., perfect attendance, products sold), can the employer deny that bonus to an employee who did not meet that goal due to his FMLA leave?
At the end of this webinar, you will be armed with additional information which will assist you in tightening up your FMLA processes.
June 13, 2018
Noon – 1:30 p.m.
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