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FMLA Self-Audits: Find and Fix Leave Problems and Processes before the DOL does

Wednesday,
August 28, 2019
Time:
10:00 AM PDT | 01:00 PM EDT
Duration:
60 Minutes
Webinar Id:
702526
Register Now

Live Version

$145. One Participant
$295. Group Attendees

Recorded Version

$195. One Participant
$395. Group Attendees

Combo Offers

Live + Recorded
$289 $340   One Participant

Live + Recorded
$599 $690   Group Attendees

Group Attendees: Any number of participants

Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)

Overview:

Part of any comprehensive HR audit is auditing your organization's Family and Medical Leave Act (FMLA) practices. While auditing FMLA is time consuming, it is worth the investment of time. Because if the Department of Labor (DOL) investigates your FMLA practices and finds them lacking in compliance, your company could be on the hook for high-priced penalties.

Why should you Attend: In defending regarding any compliance matter, a company's best defense lies in demonstrating it made "good-faith efforts" to comply with the law by establishing its practices and policies as prescribed by the relevant regulations. By conducting your own FMLA self-audit, an employer can correct problems before a DOL investigation or employee lawsuit arises.

However, what should you be looking for? How do you get started? In addition, most importantly, what should you do if your FMLA audit reveals problems?

Areas Covered in the Session:
  • The importance of understanding FMLA requirements
  • What your audit should cover-FMLA recordkeeping, training, leave procedures, and more
  • What the DOL will look for during a FMLA investigation
  • Documents
    • Records of requests, notices, determinations, medical
    • Certifications and e-certification
    • Employer's FMLA Policy and Handbook
  • Why training employees in FMLA compliance is a win/win for employees and employers. What to include in training
  • Why training Management and Supervisors in FMLA compliance is critical to avoiding FMLA problems. What to include in training
  • Reviewing your FMLA Policy
  • The importance of FMLA-related correspondence.
  • How to ensure that you are following recertification guidelines properly
  • Avoid FMLA Regs. prohibitions regarding interfering, restraining, denying or retaliation in relation to an employee's FMLA rights

Learning Objectives:
  • Recognize organizational non-compliance with the FMLA and how to address it
  • Review and revise your FMLA policies and procedures and administer them confidently
  • Head off and curb abuse of your leave policies

Who Will Benefit:
  • HR Generalists
  • HR Managers
  • HR Directors
  • HR Business Partner
  • Managers
  • Plant Managers
  • Branch Managers
  • Store Managers
  • Management
  • Administration
  • Business Owners
  • Department Managers
  • Supervisors
  • Risk Managers
  • Benefit Specialists
  • Controllers/ CFOs / Finance
  • Payroll Administrators
Instructor:

Teri Morning, MBA, MS, SHRM-SCP specializes in solving company "people problems."

Teri is the founder and President of Hindsight Human Resources. www.hindsightcloud.com

Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).

Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.

Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.

In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.

Certified by the State of Indiana in mediation skills, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.


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