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2018 FMLA Master Class: Missouri  Advanced Skills for Employee Leave Management

Missouri: 2018 FMLA Master Class

Product Code: FMO06202018

1st Attendee $549.00*
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2018 FMLA Master Class: Missouri
Advanced Skills for Employee Leave Management

On-Site Seminar:
Kansas City, Missouri | Wednesday, June 20, 2018

Morning Focus: Master FMLA Essentials to Make Sure Your Knowledge Foundation is Up to Date 
Afternoon Focus: FMLA Compliance Scenarios and Case Studies for Real-World Application 

Lunch is included with your registration! 

Think employee leave management is a one-time policy issue? Be careful! New and confusing regulations, conflicting court decisions, and increasing employee abuse of FMLA protections means family and medical leave will remain one of HR’s biggest management headaches.

To help you master your obligations and avoid costly penalties, the publisher of Missouri Employment Law Letter has crafted a cost-effective and engaging solution: 2018 FMLA Master Class: Missouri - Advanced Skills for Employee Leave Management. This intensive day-long workshop provides the comprehensive knowledge you need to master real-life issues. An experienced Missouri attorney will provide substantive instruction on FMLA compliance in light of new and existing regulations, court rulings, and application of this far-reaching law. You’ll engage with your instructor and your peers, solving challenges you face day in and day out concerning intermittent leave, return to work, employee performance, and much more.

This event teaches employee leave management essentials while instilling the confidence you need to make the right coverage calls, control abuse and fraud, answer the toughest questions from employees and your executive colleagues, and avoid the expensive missteps that have devastated other employers.

You’ll enhance your advanced-practitioner skill set when you attend this satisfaction-guaranteed event and learn:

  • How to judge a serious health condition the way judges do, and eliminate disputes about what does and doesn’t constitute it 
  • The latest FMLA revisions, so you don’t risk noncompliance 
  • What recent FMLA court decisions really mean, so you can adjust your policies accordingly 
  • Where FMLA recordkeeping trips up even the savviest human resource managers, and some solutions to avoid similar mistakes 
  • How to tame the intermittent leave and reduced schedule beasts, and put a stop to abuse and fraud 
  • How FMLA, ADA, and workers’ comp laws overlap, so you can avoid violations 
  • And more!


"When an employer routinely disregards the FMLA rights of its workers, whole families can be harmed. We will continue to use all enforcement tools at our disposal to uphold FMLA protections for workers and make sure that all employers operate in compliance with the law."

– Wayne Kotowski, Wage & Hour Division, U.S. Department of Justice 

Master Class Agenda

7:30 a.m.–8:30 a.m. 

Part IMastering FMLA Fundamentals 

FMLA Eligibility: Granting Leave When It’s Due and Getting It Right  
8:30 a.m.–9:00 a.m.
Could you be missing critical first steps in managing FMLA leave—determining employee eligibility? A defined, consistent process helps you not only deny leave when employees don’t qualify, you’ll grant leave for a period that is reasonable and necessary when they do.  In this opening session, gain new insights on eligibility determinations and recent trends and developments affecting leave. You’ll be armed to adjust policies and practices in 2018 to ensure compliance with the changing regulatory, legal, and practical landscape. You’ll learn:

  • How to determine FMLA eligibility quickly and easily
  • How the FMLA rules and related court decisions define who qualifies as a covered family member
  • How to coordinate leave for workers caring for adult children
  • Rules related to determining in loco parentis status
  • How to coordinate state and federal leave when definitions of “covered family member” differ

Managing Serious Health Conditions and Medical Certifications 
9:00 a.m.–10:00 a.m.
At the heart of many FMLA leave requests is the serious health condition. The regulations do offer some guidance and allow you to require medical certification, yet there are a multitude of reasons for needing time off. Assessing those reasons requires keen judgment, and this session will show you how to make the right call. You’ll learn about:

  • Illnesses and injuries that may be serious health conditions --  even though the regulations say they generally aren’t
  • How many health conditions it takes to be “serious”
  • What to do if a medical certification is incomplete or unclear
  • Your options if an employee or doctor doesn’t cooperate with obtaining the required certifications
  • When you may require employees to provide recertification of a serious health condition
  • The “do’s and don’ts” of return-to-work certifications

10:00 a.m.–10:15 a.m. 

Meeting FMLA Deadlines: Notification, Curbing Abuse, and Preventing Claims 
10:15 a.m.–11:00 a.m.
FMLA is ruled by deadlines for giving and receiving information, for measuring how much leave has been taken, and for determining how much leave employees have remaining in a given year. A good grasp of timing rules—and learning how to monitor other key areas of FMLA usage—can help you prevent abuse of FMLA entitlements and fend off litigation. This session covers:

  • How to give the four kinds of FMLA notices—on time and on point
  • What to do if an employee refuses FMLA designation
  • Selecting the best type of FMLA leave year for your organization
  • Counting holidays that fall during leave
  • Rules regarding “making up” FMLA leave
  • Handling suspected FMLA abuse without running afoul of the law
  • How to manage employee leave without risking claims of interference
  • How to legally discharge employees who are on or just returned from FMLA leave

Mastering Tough FMLA Issues 
11:00 a.m.–12:15 p.m.
It’s one thing to understand FMLA rules, but another thing entirely to apply them in the real world. For example, intermittent leave seems pretty straightforward, but what about temporary light-duty positions and fluctuating work schedules? Reinstatement after leave? How do you handle an investigation by DOL? This session will show you:

  • How to manage intermittent and reduced schedule leave
  • How to handle leave duration
  • How to calculate leave for fluctuating work schedules
  • Rules on substitution of various types of paid leave for FMLA leave
  • When employees have job reinstatement rights and when they do not
  • Tips on how to effectively manage an FMLA investigation by the DOL

Networking Power Lunch (included with your registration) 
12:15 p.m.–1:15 p.m. 

All Together Now: Coordinating FMLA with ADA, Workers’ Comp, and State Family Leave Laws 
1:15 p.m.–2:30 p.m.
FMLA seems pretty comprehensive, but it’s not the only law that applies when employees need time off for their own serious health condition, to care for a family member, or for other reasons. You need to know when other laws create different obligations—and how their requirements work in tandem with FMLA. In this session we’ll cover:

  • How FMLA and ADA interact
  • Why FMLA serious health conditions are more likely to qualify as disabilities under the ADAAA
  • When you should offer leave as a reasonable accommodation under the ADA, including a discussion of ADA leave cases and agency guidance
  • How to offer accommodations other than leave without violating FMLA
  • When you can require employees to take FMLA leave concurrently with workers’ comp leave
  • Recent developments in state leave laws, including paid sick leave, family leave, pregnancy accommodation, and other trends

2:30 p.m.– 2:45 p.m.

Part IIIntensive Workshop Addressing the Real-Life Application of FMLA Rules, DOL Regulations, and Court Rulings

Applying Your Knowledge
2:45 p.m.–4:00 p.m.
In this highly interactive portion of the FMLA Master Class, your faculty of labor and employment attorneys will walk you through a series of scenarios illustrating real-life FMLA issues that stump even the most seasoned of HR practitioners. You’ll discuss case-studies with the lawyers and fellow attendees to determine the correct course of action, based on the facts and FMLA compliance principles.

Recent court rulings, long-standing precedent, DOL interpretations, opinion letters, and regulations—as well as the trainers’ own experiences in advising clients—are interwoven into this engaging afternoon workshop to provide actionable guidance on tricky FMLA challenges facing HR and employers in 2018. We’ll dive deep into:

1. Medical certifications and what to do when:

  • Certification submitted by employee is not sufficient
  • Employee does not return the certification
  • Employee refuses to update the certification if need for leave changes
  • Employee does not submit fitness-for-duty certification at end of leave

2. Intermittent leave

  • Certification of need for intermittent leave
  • Specific information on when leave is needed, expected frequency and duration
  • What to do if an employee uses more leave than expected
  • Abuse of intermittent leave (Mondays and Fridays, before and after holidays)

3. Reduced schedule leave

  • Certification and specific information on reduced hours, expected duration
  • Updating certification
  • Tracking leave time

4. FMLA during holidays and shutdowns

  • How to count FMLA leave during holidays
  • Administering FMLA leave during extended plant or office shutdowns
  • Determining whether an employee on FMLA leave during holidays is entitled to holiday pay

5. Addressing performance issues that arise prior to the request for leave

  • What to do when an employee requests FMLA leave in the midst of the disciplinary process or just before discipline or termination steps are taken
  • Addressing performance issues that arise during intermittent or reduced schedule leave
  • Addressing performance issues discovered while an employee is on leave
  • Reductions in force while employee is on FMLA leave

6. Return to work—what to do if an employee is:

  • Not able to return to work at end of leave (ADA considerations)
  • Cleared to return to work with restrictions
  • Temporarily unable to perform essential functions
  • Unable to perform essential functions in the long-term

Final Questions and Closing 
4:00 p.m.–4:30 p.m.
Have lingering questions about points raised during this intensive FMLA workshop or want to revisit a fundamental concept or two from earlier in the day? Take advantage of this opportunity to get clarification from the attorneys before you wrap up for the day.

Your Missouri Faculty with the law firm of Armstrong Teasdale LLP

Shelley EricssonShelley I. Ericsson 
Armstrong Teasdale LLP 

Shelley Ericsson is an experienced trial lawyer having represented both Missouri and Kansas employers in state and federal courts on a wide range of workplace matters. In recognition of her skills, she has been selected by her peers for over a decade as one of the “Best of the Bar” in the labor and employment field by the Kansas City Business Journal. 

Shelley counsels companies of all sizes, from family-owned and privately held to Fortune 100 companies, on how to navigate various employment laws, including the Family and Medical Leave Act of 1993 (FMLA), Fair Labor Standards Act (FLSA), Age Discrimination in Employment Act of 1967, Americans with Disabilities Act, Genetic Information Nondiscrimination Act of 2008, Uniformed Services Employment and Reemployment Rights Act of 1994, Title VII of the Civil Rights Act of 1964 and the companion state Equal Employment Opportunity laws. Her services include drafting policies and procedures that are tailored for companies and their individual philosophies. 

In addition to her employment cases, she has successfully tried a number of medical malpractice actions in Missouri state court. 

Shelley is also very active in the legal community and was a board member for the Association for Women Lawyers of Greater Kansas City, serving as its president in 2011. She is a frequent public speaker on employment and labor law and litigation, and serves as editor of the Missouri Employment Law Letter, a monthly publication. 

Dione GreenDione Green 
Armstrong Teasdale LLP 

Dione Greene is a trial lawyer recognized as a Missouri & Kansas Super Lawyer Rising Star. He has extensive experience trying employment cases in both federal and state courts and representing clients at the appellate level. He further defends clients investigated by federal and state agencies. In addition to employment matters, Dione represents clients in franchise, insurance and federal criminal defense matters. 

Working with Fortune 500 companies, school districts, small businesses, and individuals, Dione defends cases and internally investigates allegations of unlawful conduct, including harassment, discrimination and retaliation. 

As lead counsel, he recently tried a case before a jury in Kansas federal court on behalf of a Fortune 500 employer accused of age discrimination and retaliation. After the parties’ opening statements, direct and cross-examination of nearly 20 witnesses, the court entered a directed verdict for the company.  Dione also recently submitted a winning appellate brief, in which the Court of Appeals for the 10th Circuit affirmed a summary judgment victory.  

Dione also persuaded a federal agency to drop a Family and Medical Leave Act investigation against a Fortune 500 company. He has obtained multiple dismissals of lawsuits against mid-size and small businesses, provided training seminars on preventing harassment, discrimination and retaliation, and has advised employers on how to prevent legal claims.

Program Location and Date

Detroit Livonia MarriottWhen: Wednesday, June 20, 2018 
Where: Sheraton Suites Country Club Plaza 
770 West 47th Street 
Kansas City, Missouri
Hotel Website


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