How You Will Benefit:
Many employers complain that their biggest legal and administrative headache is the Family and Medical Leave Act. What, if anything, can an employer do to reduce its burden? And what about new statutes, rules and court interpretations?
Your Instructor: Tom A. Dixon, Esq.
Mr. Dixon practices in the area of management labor and employment law. His practice covers the range of employment issues, including counseling on employment policies and handbooks, training of supervisors and managers, representation in administrative proceedings, and defending discrimination claims. He also provides guidance on the Americans With Disabilities Act, Family and Medical Leave Act, drug testing, sexual harassment, wage‑hour matters, and a variety of other issues. Mr. Dixon’s expertise also covers union organizational campaigns, union prevention, negotiation and administration of labor contracts, labor arbitration, wrongful discharge, employment‑at‑will litigation, and civil rights litigation.
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About This Program :
It’s been more than a decade since the FMLA was passed by Congress. Yet FMLA remains an extremely difficult and frustrating law for employers to administer and creates pitfalls that can lead to lawsuits. More importantly, Congress passed amendments to the FMLA in January, 2008 expanding the scope of the law. Finally, in February, 2008, the Department of Labor issued proposed regulations which, for the first time in over a decade, attempt to deal with some of the ongoing difficulties of FMLA administration. Final regulations are expected before this program.
This seminar moves beyond the basics and will assist you in sorting through policy revision and compliance issues, including:
· Dealing with Difficult Eligibility Issues
· Certification Strategies
· New Employer Notice and
Communication Obligations
· Intermittent and Reduced Scheduled
Leave Concerns
· Employee Scheduling and Reporting
Responsibilities
· Issues Relating to Temporary and
Leased Employees
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This Program has been approved for 2.5 recertification credit hours toward PHR and SPHR recertification by the HRCI. |
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You may send a substitute at any time; however, no-shows or cancellations within 5 full business days of the program will be responsible for the full registration fee. The Employers’ Association reserves the right to reschedule or cancel seminars if minimum requirements are not met. |
