Stop Intermittent Leave Abuse Now: Practical Solutions to HR's Biggest FMLA Challenge

Stop Intermittent Leave Abuse Now Webinar Recording

Confusion about FMLA intermittent leave is consistently one of HR’s biggest headaches.

Employers struggle with figuring out how to provide the leave guaranteed under the law without putting undue burdens on themselves. That’s a struggle that’s bedeviled them since the law went into effect nearly two decades ago. In fact, dissatisfaction over the use of intermittent leave was identified as the “single most serious area of friction between employers and employees seeking to use FMLA leave,” according to a recent report.

Now that employers have had time to adjust to the new regulations, it's time take the next step -- learn how to identify, correct, and prevent FMLA compliance problems so you can effectively manage all intermittent leave issues.

Participate in this interactive webinar, and you'll learn:

• When you can deny or delay a request for intermittent leave
• What questions you’re allowed to ask employees’ healthcare providers
• Medical certification language to accept, and why statements like “intermittent leave needed” don’t cut it
• What you can legally do when the certification says “employee may need one to two days off” but in reality it’s four or five days at a time
• How to handle eligibility for and accrual of benefits, including healthcare benefits and vacation time, when an employee is on intermittent or reduced-schedule leave
• When you may legally dock pay for intermittent or reduced schedule leave
• How to ensure that pay reductions don’t destroy exempt workers’ exemptions
• When a fitness-for-duty exam may be justified
• How to tell when an employee is abusing intermittent leave, and what to do about it
• Specific challenges you may face when employees call in due to substance abuse-related issues and how to handle them
• How to use your established call-in and attendance policy to thwart abuse, and the questions supervisors should ask employees who call in intermittently
• How far you can go to minimize disruptions by getting employees to schedule medical treatment for times that best suit your scheduling needs
• Whether a pregnant employee may be entitled to intermittent leave before she delivers the baby

In just 90 minutes, you'll get the answers to your toughest intermittent leave questions so you can prevent FMLA abuse and stay in compliance. Register now for this informative event risk free.

This webinar was recorded on Thursday, January 26, 2012

Stop Intermittent Leave Abuse Now: Practical Solutions to HR's Biggest FMLA Challenge

About Your Speaker:

Attorney Robert Orozco is counsel in the Los Angeles office of Ford & Harrison LLP. He concentrates his practice on the representation of employers in labor and employment law matters. He has defended employers in a variety of matters including Title VII, First Amendment, sexual harassment, discrimination, wrongful termination, retaliation, ADA, FMLA, CFRA, B&P 17200, and class-action matters. Mr. Orozco’s counsel and administrative practice in these areas has included providing risk management advice, such as internal auditing and handbooks, as well as representing employers before governing agencies including, but not limited to, the Labor Commissioner, EDD, EEOC, OSHA, and DFEH.