CFRA Abuse: How to Identify and Halt Leave Abuse in California Without Legal Backlash -
Webinar now available On-Demand.
As you unfortunately know all too well, employees who consistently come in late, leave work early, or call in on short notice can create major HR management headaches. As for the rest of the workforce, these disruptions damage both productivity and employee morale.
Some disruptions are unavoidable under the California Family Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA), but you’ve probably encountered one or more employees who try to work the system and take advantage.
Here’s some good news: when they do, you don’t have to sit back and take it.
Both CFRA and FMLA provide ways to identify the need for leave and, by practical application, thwart and prevent CFRA/FMLA abuse in many cases. Though that’s all well and good, the last thing you want is to have a legal blunder that could result in a court case when you’re trying to put a stop to employee leave abuse.
Use this in-depth on-demand webinar with California-based attorney Miranda Watkins of Fisher Phillips LLP on the legal steps that you can take to prevent and stop leave abuses in California.
Here’s what you’ll learn:
- How the CFRA, FMLA, and other leave laws intersect and interact in California
- New changes to CFRA that bring it more closely in line with FMLA—and the key distinctions that remain
- Best practices for obtaining documentation to determine if a California employee is entitled to protected leave
- Practical tips on how to thwart leave abuse here in the Golden State without overstepping your legal bounds
- Differences between reasonable and unreasonable accommodation requests for time off following the expiration of protected leave and requirements
- What can you require/request from employees on medical leave
- Tips for documenting leave requests and accommodation
- Compliance essentials pertaining to pregnancy disability leave here in California
- How to handle a situation where you need to obtain clarification on a medical certification due to vagueness, incompleteness, or ambiguity
- The limits to your rights to obtain subsequent medical opinions concerning a serious health condition
- Recent legal and legislative developments that should be on your radar
- And much more!
Get a clear picture of how employees can “work” the CFRA/FMLA system, and what you can legally do to put a stop to it!
About Your Presenter:
Miranda Watkins, Esq.
Fisher Phillips LLP
Miranda Watkins is an associate in the Fisher Phillips San Diego office. Her practice includes counseling and defending employers in all areas of labor and employment law. Before joining Fisher Phillips, Ms. Watkins worked as an associate attorney for a national law firm, focusing on employment and general civil litigation matters. During law school, she served as a law clerk for an administrative law judge at the U.S. Equal Employment Opportunity Commission (EEOC). There, her work focused solely on federal employment discrimination matters. Prior to beginning her legal career, Ms. Phillips worked as a publicist for a Los Angeles based public relations firm. There she worked on numerous red carpet, film, television, and home entertainment publicity campaigns.