Professional Services Agreements in Construction Live Webinar

FMLA Extension: When 12 Weeks Is Not Enough (OnDemand Webinar)

$149.00

SKU: 409758EAU

Description

Understand what you need to consider when an employee seeks leave beyond the FMLA leave.Employers regularly face employee leave requests. FMLAobligated employers must give covered employees 12 weeks of leave. However, there are times when an employee might need more than 12 weeks of leave afforded under the FMLA. Employers might be obligated to provide additional leave and don’t always understand what their rights and obligations are when additional leave is requested. This presentation will help employers understand what they need to consider when an employee seeks leave beyond the FMLA leave and how to proceed through the process as they work to determine whether to provide additional leave and for how long they need to provide it. This course will provide employers with a framework they can use as they consider individual leave requests so that they can work to comply with requisite federal, state, and local laws.

Date: 2023-03-07 Start Time: End Time:

Learning Objectives

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FMLA Basics
• What Does FMLA Provide?
• What Obligates an Employer to Provide FMLA and What Qualifies an Employee for FMLA?

When 12 Weeks Is Not Enough What Else Is There?
• Continued Leave After 12 Weeks
• ADA
• State Law
• Long-Term Disability / Short-Term Disability
• Employer Policy

When Can an Employer Say Enough?
• Does Leave Have to Be Indefinite?
• Employee Best Practices
• Employer Best Practices

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ASA ,CLE (Please check the Detailed Credit Information page for states that have already been approved) ,HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.

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Stephanie K. Rawitt-Stephanie K. Rawitt, Attorney at Law

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Professional Services Agreements in Construction Live Webinar

FMLA Extension: When 12 Weeks Is Not Enough (OnDemand Webinar)

$209.00

SKU: 406506EAU

Description

Learn to determine when an employee’s medical leave should shift from FMLA to ADA and how to avoid abuse issues while remaining compliant.The FMLA permits eligible employees to take up to 12 weeks of jobprotected unpaid time off for their own or an immediate family member has a serious medical condition. This topic will explore the rights and obligations an employer has when an employee is unable to return to work at the conclusion of the 12week period. The material will also cover the scope of the FMLA, the interaction between the FMLA and other leave time available to employees, the interplay between the FMLA and the Americans with Disabilities Act, and how and when a failure to return from FMLA leave may result in job termination.

Date: 2019-11-25 Start Time: End Time:

Learning Objectives

Overview of the FMLA
• Eligibility
• Scope
• Fixed Time and Intermittent Leaves

Preparing for the End of FMLA Leave
• Return-to-Work
• Light Duty Obligations
• Counting the 12 Weeks

Employer Rights and Obligations
• Concurrent Leaves
• Interaction With ADA and State Disability Laws
• Indefinite Leaves
• Requests for Extensions

Legal Pitfalls
• Retaliation Claims
• Adjusting Bonuses and Incentive Pay
• Docking of Exempt Employees

Thoughts on Policies and Precedents

No Credit Available

James R. Hays-Sheppard, Mullin, Richter & Hampton LLP