Handling FMLA Abuse
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Speaker : SUSAN FAHEY DESMOND
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When : Tuesday, April 29, 2025
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Time : 01 : 00 PM EST
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Susan Fahey Desmond is a principal with Jackson Lewis PC. She has been
representing management in all areas of labor and employment law for
over 30 years. A noted author and speaker, Ms. Desmond is listed in Best
Lawyers in America and has been named by Chambers USA as one of
America’s leading business lawyers.
This
webinar has been approved for 1.50 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
The Family and Medical Leave Act (FMLA) is a very important statute that provides needed protection for those employees who must take a leave of absence for their own medical needs or the medical needs of a family member. Yet, there is always going to be a select group of employees who want to beat the system, who try to get the protection for other events and claim FMLA. What’s an employer to do?
Areas Covered
- FMLA Refresher Course
- Specific Examples of FMLA abuse from real cases
- How courts are deciding cases involving FMLA abuse
- What are the most common ways that employees try to abuse the system?
- What are the red flags that an employee might be abusing the system?
- How to conduct an investigation that will assist your company in later litigation?
Who Should Attend
In-house counsel, human resource managers, benefits managers, human resource generalists.
Why Should You Attend
Anytime an employer wants to take disciplinary action for FMLA abuse, the employer is at risk of either a retaliatory FMLA claim or an interference claim (or even both!). Employers, however, must hold their employees accountable for such abuses. The co-worker knows that the employee is taking leave that is not protected by the FMLA and is steaming because he is now taking on his work and the work of the FMLA abuser. What can you do to put your company in the best position to overcome the inevitable lawsuit?
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$160.00
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