FMLA is a complicated law, but yet employees seem to know it pretty well... Today, the FMLA is often called "The Friday-Monday Leave Act" because employees "conveniently" get their episodic conditions, like migraine headaches, on days that run in conjunction with their off days. Hmmm... interesting, huh? 

Some of these leave cases are definitely legitimate.  However, there are a lot of them that are not--and employees are gaming the system to suit their own agendas.  And, this causes a great deal of discord with other employees, who must pull up the extra slack when the FMLA Abuser is "out again." 

Today, it is up to HR professionals to truly understand FMLA compliance, follow consistent documentation procedures, do good FML case management, and conduct internal investigations into leave abuse situations. 

In this web program, you will learn how to identify exactly what you can do – and how to take decisive action in even the most difficult situations.

Learning Objectives:

• Understand the employer obligations under the Family and Medical Leave Act (FMLA)
• Identify the most common abuses of FMLA and why it's happening
• Recognize key aspects of the FMLA that make it easier for employers to curb abuse
• Identify strategies for identifying abuse, how to effectively document FMLA to confront abusers, and how to take effective steps managing FMLA abuse investigations
• Recognize the company policies you must have in place to effectively manage FMLA leave—and curb abuse of leave
• Determine which internal resources need to be leveraged to prevent FMLA abuse
• Acquire knowledge of how to conduct an effective investigation and how to acquire physical, documentary, and testimonial evidence
• Recognize the “flags of FMLA abuse” to help managers spot the patterns
• Determine who you need to involve in an internal investigation
• Distinguish the risks in just getting testimonial evidence to support a FMLA abuse case
• Evaluate investigative findings to prepare an investigative report that is court-ready

Who Should Attend:

• Senior HR Professionals
• HR Managers & Directors 
• HR Personnel
• Employee Relations Professionals