Learn how to minimize employee abuse, increase employee accountability for time away from work and maintain the integrity of your corporate attendance, disciplinary and operational policies.
The SON Consultants have analyzed the most recent cases surrounding the Family Medical Leave Act of 1993 (FMLA) and the various court interpretations to present you with a plain language effective action plan to prevent abuse and ensure compliance with the FMLA. The information and insight provided will allow employers to implement practical measure in line with company policies to more effectively manage and in many instances shrink their FMLA cases load.
Special attention given to handling Intermittent and Reduced Schedule Leave requests and how to minimize disruption of operations while curbing its abuse.
Understanding the employee responsibility to adequately notify the employer and the the employer right to sufficient notice.
Learn how to use your corporate policies to hold employees accountable for time away from work.
How to properly administer the FMLA while maintaining the integrity of your attendance, disciplinary and job assignment policies and procedures.
Utilizing the their right of leave selection, inquiry, certification, re-certification, second and third opinions, employer response, and fitness to return to work forms and policies.
Clarification of the employees and employers responsibility under the FMLA concerning doctor notes and other medical documentation.
Understanding the FMLA's notice requirements and how your internal attendance and disciplinary policies apply.
Learn critical question employers may ask to verify proper use and uration of leave by employee.
Doís and Donít in disciplining or terminating an employee on or who was on FMLA.
How to properly prepare and handle terminations.
And much more!
The facilitator for the FMLA workshop is James C. Matthews, J.D.. Mr. Matthews is the founder of the SON Consultants and has worked for such companies as the American Arbitration Association, DaimlerChrysler Corporation, General Motors/Isuzu Motor Corporation's joint ventrue DMAX, Ltd in the capacity of Labor Case Manager, Human Resource Generalist and Labor Relations Manager.