Need more options? Click Here for Advanced Search!

FMLA Interference and Retaliation: How to Avoid Mishandling Requests for Leave, Interpretation of Medical Certifications, & More - On-Demand

FMLA Interference and Retaliation: How to Avoid Mishandling Requests for Leave, Interpretation of Medical Certifications, & More - On-Demand

Product Code: YEWA040120A

Availability: In stock

Internet Special:
$249.00
Add Items to Cart

FMLA Interference and Retaliation: How to Avoid Mishandling Requests for Leave, Interpretation of Medical Certifications, & More - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn how to ensure that your employment policies and practices—and managers’ conduct—don’t create undue risk of FMLA interference or FMLA retaliation claims.



Alert: This webinar will include the latest on how to avoid retaliation claims stemming from when an employee exercises the right to take protected leave under the newly enacted federal Families First Coronavirus Response Act.

A federal court in Maine recently permitted an employee to pursue a retaliation claim under the Family and Medical Leave Act (FMLA) even though he never requested protected leave. The case arose after a floor finisher left a voice mail for the company’s owner about needing to miss work to care for his ailing father over the course of several days. When he didn’t show up for a shift, the owner messaged him through Facebook asking where he was. He replied that his father wasn’t doing well, and then he was fired. The employer argued the case should be dismissed—after all, the employee never made his intent to take protected leave known, so how could it have retaliated against him? How could the company have violated the FMLA when no FMLA was requested?

Use this on-demand webinar with Attorney Darcey Groden of Fisher Phillips LLP who will provide examples of situations where employers have landed in legal hot water through actions and inactions that sparked FMLA retaliation and/or interference claims, and the steps employers can take in terms of policy development and training supervisors and managers to minimize legal risks.

After attending this webinar you’ll be able to:

  • Evaluate the how the newly enacted Families First Coronavirus Response Act protects employees against retaliation for exercising their rights to take paid leave due to COVID-19
  • Identify how your leave and attendance policies and practices might leave the organization vulnerable to FMLA interference or retaliation claims
  • Handle a situation when an employee who happens to be protected under FMLA engages in conduct or behavior that warrants discipline up to and including termination—to minimize the risk of potential interference or retaliation claims
  • Train supervisors and managers on what not to ever do when an employee exercising the right to take protected leave
  • Evaluate the completeness and clarity of FMLA medical certifications to ensure that you’re not unlawfully denying a request for protected intermittent, reduced schedule or block time leave
  • And more!

About Your Presenter

Steve AlbrechtDarcey M. Groden, Esq.
Attorney at Law
Fisher & Phillips LLP

Darcey Groden counsels and defends employers of all sizes in a variety of employment matters, including discrimination, retaliation, harassment, disability accommodation, civil rights, wrongful termination, wage and hour, worker misclassification, and breach of contract. She has also been advising clients on compliance with the California Consumer Privacy Act (CCPA). Prior to joining Fisher Phillips, Groden was an associate at a large general practice law firm in its Labor & Employment Department.  During that time, she gained significant experience in litigating employment cases strategically and aggressively. Among her accomplishments, she obtained summary judgment on all 16 causes of action in a wrongful termination case and obtained dismissal of a complaint for various federal civil rights violations.