FMLA for Supervisors: Train Your Managers on FMLA or You Are Inviting Troubles

The Family and Medical Leave Act is probably one of the most difficult leave laws to navigate.  Understanding the various terms, calculating the leave to which an employee is entitled, determining what benefits you must provide to employees while on leave can be a legal landmine.  Managers and supervisors often get frustrated by absenteeism – particularly when it makes it so difficult to plan schedules because the absences are unpredictable.  Employers must also keep in mind that your manager or supervisor is the person that your employee will likely communicate a need for leave.  If the supervisor does not inform human resources, the department often will not send out the paperwork that may be required under the Act. 

This presentation will walk you through this legal landmine and provide with the nuts and bolts of what the Family and Medical Leave Act and will train your supervisors and managers to know when they should be picking up that phone to call human resources or send them an email.  The webinar will also be valuable for human resource professionals who will need to train supervisors and managers in the future about what they can and cannot do under the Family and Medical Leave Act. 

Learning Objectives

• Personal liability of supervisors
• Important definitions under the Family and Medical Leave Act
• Calculating the leave to which an employee is entitled
• Determining what benefits to which an employee is entitled
• Avoiding interference claims under the Family and Medical Leave Act
• Reinstatement rights of your employees after leave
• Handling abuse of leave under the Family and Medical Leave Act
• Running workers’ compensation concurrently
• Avoiding retaliation claims upon return to work

Who Should Attend

Human resources managers, human resource generalists, supervisors and managers

Speaker(s)

Susan Fahey Desmond

For more than 35 years, Susan Fahey Desmond has helped companies – hospitals, banks and credit unions, manufacturing companies, offshore oil companies, school districts, and others – minimize the cost and disruption of employment disputes. She defends wage and hour, wrongful discharge, non-compete, Family and Medical Leave (FMLA), and other claims. Clients seek her litigation counsel for age, sex, disability, race, religion, and sexual harassment discrimination lawsuits, as well as class actions. She helps employers dispute Equal Employment Opportunity Commission (EEOC) charges and other administrative complaints and navigate the administrative and judicial process. And, perhaps most importantly, she works with management and HR to resolve issues before they develop into contentious litigation.

CEUs

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.5

Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.5

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