THE TOP 10 FMLA COMPLIANCE PROBLEMS
& THEIR SOLUTIONS

Originally Presented On:
Tuesday, January 29, 2008

Background

The Family and Medical Leave Act (FMLA) was designed to allow qualified employees to take job-protected, unpaid leave for up to a total of 12 workweeks per year for the birth of a child; for the placement for adoption or foster care of a child; for a family member's serious health condition; or for the employee's own serious health condition.

The FMLA has been a constant source of confusion for employers, especially in areas such as determining what is a qualifying serious health condition; complying with notification and certification requirements; and providing intermittent leave.

A DOL survey indicated that over 35% of employers complained that it was difficult to administer the Family and Medical Leave Act. And it is!

That's where AHI can help. AHI has teamed up with FMLA expert Charles Stevens, Esq., to present a 90-minute audio conference titled:

THE TOP 10 FMLA COMPLIANCE PROBLEMS & THEIR SOLUTIONS

Originally Presented On:
Tuesday, January 29, 2008

This conference will answer tricky questions like:

• When can you terminate someone on FMLA leave?
• What obligation does an employer have to provide intermittent leave?
• Does an employer need to accrue vacation/sick time when an employee is on FMLA leave?
• If proper notice is not provided by the employee, can you refuse to provide FMLA protection for an absence?
• What is the difference between intermittent leave and light duty?
• What happens when an employee qualifies for leave under the FMLA, ADA, and/or Workers' Compensation?
• What are the consequences to you if you don't provide the appropriate notice?

PLUS...specific FMLA questions are posed to our expert...

 Who Should "Listen In"

Anyone who makes decisions regarding, or administers, the FMLA including:

 HR professionals/directors/managers

 Benefits administrators

Business owners

 Front-line managers who have authority to grant leave

— COURSE OUTLINE —

 How To Correctly Determine An Employee's Eligibility For FMLA Leave

 Enforcement Of Attendance Policies And Other Work Rules, Including Employee Misconduct

 Return From FMLA And Reinstatement Of Benefits

 The Definition Of A Serious Health Condition Under The FMLA

 Employee Communication Responsibilities

 Employer Communication Responsibilities

 Certifications From Health Care Providers

 FMLA And Intermittent Leave

 Weaving The Path Through The Maze Of FMLA, ADA, Workers' Compensation, And ERISA STD Plan Requirements

 Fibromyalgia, Migraines, And Bad Backs: Monitoring And Administering FMLA For Subjective Conditions

...AND Two Live, Interactive Q&A Sessions With Our Expert

Featured Speaker:

Charles P. Stevens is a partner in the Milwaukee office of the prestigious law firm of Michael Best & Friedrich LLP.With over 20 years of legal experience, his practice involves Employment Relations and Employee Benefits matters, including ERISA, employee benefits litigation, employee benefit plans, deferred compensation, multi-employer benefits, personnel policies, COBRA, Americans with Disabilities Act and Family and Medical Leave Act matters.

Mr. Stevens was admitted to practice law in Wisconsin in 1981 and is also admitted to practice before the U.S. Supreme Court, the U.S. Court of Appeals for the Seventh Circuit, and the U.S. District Courts for the Eastern and Western Districts of Wisconsin.