Date: May 23,2025

Time: 1PM -2:30 PM ET

Duration: 90 Mins

Description

It is important if not critical for Employers to have an in-depth understanding of the Family Medical Leave Act (FMLA) impacts their company. The ability to manage the idiosyncrasies of the processing of FMLA and how one processing failure can result in thousands of dollars in fines & penalties, auditing by the Department of Labor (DOL), cost of investigations, loss productivity and the cost of misuse by employees. In addition, statistics shows that over 61% of Employers have difficulty managing FMLA leave and intermittent leave. When you add the complexities of other new mandatory regulations like leave/paid regulations, reasonable accommodation and currently or soon to be legally effective, the possibility of FMLA overlapping with the American with Disabilities Act (ADA), Drug-Free Workplace, Legalized Marijuana, Alcohol and Substance Abuse Programs, and retaliation claims and how they impact with FMLA.

Learning Objectives:

Learn what regulatory agencies enforce FMLA processing and how you can protect yourself from being a target
Learn how preparing your managers with compliance training can reduce your risk for high penalties as a good faith effort from FMLA violations
Learn how FMLA overlaps with Legalized Marijuana when it comes to a drug-free workplace regulation
Learn how Employers can mitigate all the regulations that impact FMLA regulations
Learn how the ADA can help Employers with FMLA regulations
Learn how to mitigate the new Paid Leave Regulations in state specific locations
How does Reasonable Accommodation need to be addressed in FMLA decisions?
Learn why Employers are at risk for FMLA allegations even when employees don’t ask for FMLA
Learn how you can create a strategy that works when FMLA users abuse the process
Yes, Employers can terminate employees who have performance issues who are on FMLA Leave as long as you follow certain steps
Access forms necessary to process FMLA as required
What Does the DOL Hope to Change with the FMLA Changes
Does Reasonable Accommodations have an Impact on FMLA Retaliation
Learn what tools can be used to streamline a difficult process and make it work for you
Learn when using a third party administrators (TPA) is the best method of processing FMLA
Learn what actions are prohibited by the FMLA
Learn why Employers should ensure they pay health benefit premiums during FMLA even of the employee stops paying
Learn how to manage intermittent leave during FMLA

Who Should Attend:

Employers of companies with 50 employees or more (or will be over 50 this year)
Human Resources professionals
Employers
Managers/Supervisors
Executives
Compliance professionals
Business owners
Professionals who handle employee relations issues

FMLA Eligibility Rules and Requirements