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Ten Things That You Could Be Doing Wrong with Your FMLA Administration and How to Fix Them - On-Demand

Ten Things That You Could Be Doing Wrong with Your FMLA Administration and How to Fix Them - On-Demand

Product Code: YEWA061120A

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Ten Things That You Could Be Doing Wrong with Your FMLA Administration and How to Fix Them - On-Demand

Webinar now available On-Demand.

WEBINAR SNAPSHOT: Attendees will come away with an understanding of areas in their FMLA administration where they could be making legal missteps, and how to address and fix those things to avoid costly legal repercussions.

Having an FMLA leave policy in place and making sure you tick all the boxes can save you from a number of problems that could arise regarding employee leave time. However, there are ten things that you could easily be doing wrong in administering your FMLA policy, so you should review your practices to ensure that you are not making these mistakes. The FMLA policy should communicate clearly to employees so they understand the expectations and obligations for them under the Act, and you should be administering it consistently and correctly.

For instance, are you following the correct timelines under the FMLA each and every time an FMLA issue is triggered?  Are you using the correct documentation? What are you doing when FMLA leave exhausts, but the person cannot return to work?

Find out more. Use this on-demand webinar with expert employment attorney Todd Ewan and learn how you can fix mistakes in your FMLA administration to save you untold hassles and possible legal issues in the future.

At the conclusion of this program, participants will be able to:

  • Ensure that your eligibility requirements for FMLA leave are clearly stated in your policy
  • Include the DOL’s FMLA poster or its details in your policy
  • Clearly define the 12-month FMLA leave year in your policy
  • Make sure that if you-use-paid time off concurrently with FMLA leave that you’re compliant, and that is also clearly stated in your policy
  • Create clear guidelines for employees’ obligations to give notice for foreseeable or unforeseeable leave
  • Clarify the employee’s obligations to pay their share of health insurance premiums while on leave
  • Recertification requirements—make sure employees know they may possibly be subject to recertification or second opinions
  • And much more!

About Your Presenters

Todd EwanTodd Ewan

Todd Ewan is a partner in the Fisher Phillips’ Philadelphia and Pittsburgh office and co-chair of the firm’s Litigation Practice Group. His practice focuses on defending employment related claims in federal, state, and administrative venues as well as advising clients on statutory compliance issues. He is routinely involved in litigating cases including discrimination, harassment, retaliation, leave, and accommodation. Ewan’s litigation experience touches all industries with particular focus and expertise in healthcare, retail, and higher education. 

Additionally, Ewan provides training and guidance to employers with respect to complying with various statutes, including the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), Title VII, the Family and Medical Leave Act (FMLA), and the Fair Labor Standards Act (FLSA). He also routinely assists clients with preparing employee handbooks, personnel policies and procedures, employee contracts and separation agreements. In addition, Ewan provides seminars to employees regarding statutes and/or policies with which they need to be familiar in order for employers to be in the best position to avoid liability.