FMLA Extension: When 12 Weeks Is Not Enough

Recorded Webinar | Margie Faulk | From: Jan 11, 2021 - To: Dec 31, 2021

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Recording
⊖   ⊕$249  
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⊖   ⊕$259  
Recording + DVD
⊖   ⊕$399  
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⊖   ⊕$389  
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Family Medical Leave Act (FMLA) requests continue to increase at a rapid pace and compliance remains a never-ending concern among employers. FMLA can be confusing for some people and we might feel sometimes like we are going to lose our mind while trying to manage this process. This webinar will provide you with the tools, tips, techniques, and resources that will help you understand your responsibilities and rights under this federal law. You will also learn the best way to combat Intermittent FMLA abuse. After completing this webinar you are going to feel very comfortable with FMLA, that the only thing you will probably ask at the end is “Where is my test on FMLA Compliance?

Course Objectives:-

  • How does the DOL manage FMLA extension requests?
  • How should HR professionals manage FMLA extension requests?
  • What about third-party administrators (TPA) if you outsource your FMLA Administration?
  • How does the ADA regulate decisions about reasonable accommodation requests?
  • What policies should be in place to mitigate allegations of retaliation?
  • What policy will decrease your risk when you integrate it with your Employee Handbook?
  • What if you need to terminate an employee after they complete their 12 weeks of FMLA Leave?
  • How can Employer protect themselves from hard decisions in rejecting FMLA extension requests?

Why Should You Attend:-

When you add the complexities of other new mandatory regulations like leave regulations, reasonable accommodation and currently or soon to be legally effective, the possibility of FMLA overlapping with the American with Disabilities Act (ADA), the increase of discrimination claims and wrongful termination allegations by employees, it is no wonder that this long time leave process is an administrative nightmare for Employers.

Many employers are confused about what to do if an employee requests additional leave to manage their illness or their family member’s illnesses. Should Employers extend the unpaid leave on a case by case basis or should they limit those decisions across the board? Additionally, when does the ADA supersede FMLA? Are there reasonable accommodations that can be offered? Does the Employer risk violations when making these decisions?

Course Outline:-

  • What are the challenges with employees on FMLA leave who do not pay for their benefits?
  • Is extended leave part of the ADA reasonable accommodations requirements?
  • How can the DOL assist with FMLA extensions?
  • How do Employer policies impact the decisions of FMLA extensions?
  • How can Employers protect themselves against FMLA retaliation when deciding to not extend FMLA for employees?
  • What is the best way to accommodate employees without impacting your company?

Who Will Benefit:-

  • Managers and Supervisors
  • Employee Relations Professionals
  • Human Resources professionals
  • Employers
  • Executives
  • Compliance professionals
  • Business owners
  • Employers of companies with 50 employees or more (or will be over 50 this year)

Margie Faulk

Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for Federal Defense Contracting Industry, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives globally which includes workplace compliance in other countries like the UK, Canada, France, Brazil, China, Africa, Mexico and India, just to name a few.

Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).