Handling FMLA Abuse
Susan Fahey Desmond is a partner with McGlinchey Stafford PLLC with
offices across the country. A noted author and speaker, Susan has been
representing management in all areas of labor and employment law for
over 35 years. She has been named in Best Lawyers in America and as one
of America’s Leading Business Lawyers for labor and employment law. She
has also been named as one of the top 25 female lawyers in Louisiana.
Susan is licensed to practice in Colorado, Louisiana, and Mississippi.
This webinar has been approved for 1.00 HR (General) recertification
credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™,
and SPHRi™ recertification through HR Certification Institute® (HRCI®).
Please make note of the activity ID number on your recertification
application form. For more information about certification or
recertification, please visit the HR Certification Institute website at
www.hrci.org
For any further assistance please contact us at support@grceducators.com
Congress passed the Family and Medical Leave Act (FMLA) to ensure job protection for those who needed to take leave from their employment due to serious illnesses. Most employees do not abuse this entitlement; however, there are a select few who always want to beat the system.
Those who abuse FMLA are headaches for both the employer and co-workers who have to pick up the slack. Unfortunately, when an employer terminates an employee for abusing FMLA, it will almost always come on the heels of an employee taking some type of leave. Timing alone can hurt the employer in court when an employee claims that you have retaliated against the employee for taking FMLA leave. How do you put yourself in the best legal position when termination for FMLA abuse is inevitable?
Areas Covered
- FMLA Refresher
- Case examples where employers did it right
- Case examples of where things went wrong
- Handling employees’ requests for intermittent leave
- Helpful hints to help you avoid FMLA abuse
- Employee behaviors that trigger intervention
Who Should Attend
- Human Resource Managers
- Human Resource Specialists
- Benefits Specialists
-
$200.00
-
