Need more options? Click Here for Advanced Search!

FMLA Administration and Recordkeeping: Best Practices for Managing Leave and Mitigating Abuse - On-Demand

FMLA Administration and Recordkeeping: Best Practices for Managing Leave and Mitigating Abuse - On-Demand

Product Code: YEWA111617D

Availability: In stock

Internet Special:
$249.00
Add Items to Cart

FMLA Administration and Recordkeeping: Best Practices for Managing Leave and Mitigating Abuse - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn answers to some of the most common—and downright tricky—FMLA compliance questions.



The Family and Medical Leave Act (FMLA) has been in existence for close to 25 years, and most HR professionals know the basics. But it’s the tiny—and tricky—details that trip up even the savviest practitioners.

There’s no “good faith” exception for FMLA compliance—if you get it wrong, you are setting your organization up for costly lawsuits and terrible PR.

But nearly all of the common mistakes employers make with FMLA administration and recordkeeping can be prevented by thorough preparation. Even if it’s a situation you personally have never encountered before, someone else has—and there is a correct answer.

Don’t miss our webinar on-demand, when two experienced attorneys will walk you through the ins and outs of the FMLA so that you don’t get caught up in its many tripwires.

You’ll learn:

  • If and when you could be held individually liable for FMLA violations
  • Whether having fewer than 50 employees automatically relieves you from FMLA obligations—and what to watch out for
  • Whether an employee must work a continuous one-year period to be considered an eligible employee
  • How to handle a situation where someone requests FMLA leave to care for his or her parent—even though the parent doesn’t really require caregiving so much as companionship
  • Whether your consent is needed for an employee to take intermittent leave for “baby bonding”
  • What to do if an employee requests additional FMLA leave for the same reason or condition as initially stated—and when the Americans with Disabilities Act (ADA) can come into play
  • Whether you may transfer an employee who misses work on an intermittent basis (e.g., migraines) to another position that is less of a scheduling burden for your organization
  • When an employer must designate time off as FMLA leave—even when you or the employee would prefer not to
  • The biggest question employers have with respect to FMLA notices and the non-English-speaking workforce—and the correct answer
  • Whether you can require a “fitness-for-duty” certification when an employee takes intermittent leave
  • How to manage goal-setting and bonus payouts for employees on FMLA leave who didn’t meet those goals due to leave (e.g., perfect attendance, products sold, etc.)
  • And much more!

About Your Presenters:

Jeff S. Shoskin, Esq.Jeff S. Shoskin, Esq.
Member, Labor and Employment Group
Frost Brown Todd

Jeffrey Shoskin of Frost Brown Todd represents employers in all aspects of private and public-sector employment and labor relations matters. He has served as lead counsel in state and federal court litigation, as well as before various state and federal administrative agencies and boards. Jeffrey also has represented clients in collective bargaining negotiations, union campaigns, and arbitration proceedings. Additionally, he has provided in-depth counseling and training on a wide array of employment law topics (e.g., the FMLA, the ADA, wage/hour, discrimination, harassment, wrongful discharge) and has assisted clients in drafting employee handbooks, employment forms, and confidentiality, non-compete, employment, and separation agreements. Mr. Shoshkin is also a frequent lecturer on various employment law topics for local, state, and national seminar groups.


Jeff Lindemann, Esq.Jeff Lindemann, Esq.

Member, Labor and Employment Group
Frost Brown Todd

Jeff Lindemann is a member in the Labor and Employment Group of the law firm of Frost Brown Todd LLC in Columbus, Ohio. His practice is concentrated on the representation of employers in a wide variety of labor and employment matters, including employment discrimination and wrongful discharge advice and litigation, wage and hour advice and litigation, trade secret and covenant not to compete advice and litigation, ERISA litigation, and collective bargaining agreement negotiations and arbitrations. Much of his practice is devoted to working with and advising companies as they work to comply with the wide variety of labor and employment statutes, rules and regulations that come into play in today’s workplace environment. He is a regular speaker before both legal groups and various personnel and labor relations associations. Mr. Lindemann has represented a wide range of employers, including several health care institutions and providers, numerous manufacturing entities, and employers in the restaurant and service industry.

    Write Your Own Review