The document provides information about medical leave policies and procedures for Illinois State University employees. It discusses eligibility requirements for leave under the Family and Medical Leave Act (FMLA), including being employed for at least one year and working 1250 hours in the previous 12 months. It outlines the 12 weeks of available leave time that can be taken continuously, intermittently, or on a reduced schedule. Employees must provide notice to their supervisor and Human Resources at least 30 days in advance of planned leave or as soon as possible for unplanned leave. The document details certification requirements, benefit usage during leave, return to work policies, and employee rights and responsibilities.
With all of the regulations and forms, FMLA can be very confusing to understand and comply with. The overlapping State and Federal laws, eligibility qualifications, and process requirements make FMLA into a complicated regulation, but with the right information it doesn’t have to be a headache. Join KPA’s Human Resource Advocate, Kim Kavanagh, as she helps to take the mystery out of FMLA. Kim will delve into:
• Employer responsibilities
• Employee eligibility
• What documents are required and when
• Overlapping State and Federal Laws
• The intricacies of FMLA
Fort Worth employment lawyer Adam Kielich presents five FMLA myths employees often wrongly believe. Learn more about what FMLA doesn't protect so you can better use your FMLA rights for what it does protect. Learn more with this presentation and then visit http://kielichlawfirm.com for more information.
F.U.N. slides Family and Medical Leave Act (FMLA)gwhumanresources
GW Human Resources provides F.U.N. Slides (Facts Understood Now Slides) on Human Resources & HR Compliance. F.U.N. Slide on FMLA http://gwhumanresources.com/slides/
This presentation reviews - how to determine employee eligibility, what are the qualifying reasons to take FMLA, notice requirements when employee requests leave, what coverage must continue while employee is on leave, and what if employee does not return from leave.
With all of the regulations and forms, FMLA can be very confusing to understand and comply with. The overlapping State and Federal laws, eligibility qualifications, and process requirements make FMLA into a complicated regulation, but with the right information it doesn’t have to be a headache. Join KPA’s Human Resource Advocate, Kim Kavanagh, as she helps to take the mystery out of FMLA. Kim will delve into:
• Employer responsibilities
• Employee eligibility
• What documents are required and when
• Overlapping State and Federal Laws
• The intricacies of FMLA
Fort Worth employment lawyer Adam Kielich presents five FMLA myths employees often wrongly believe. Learn more about what FMLA doesn't protect so you can better use your FMLA rights for what it does protect. Learn more with this presentation and then visit http://kielichlawfirm.com for more information.
F.U.N. slides Family and Medical Leave Act (FMLA)gwhumanresources
GW Human Resources provides F.U.N. Slides (Facts Understood Now Slides) on Human Resources & HR Compliance. F.U.N. Slide on FMLA http://gwhumanresources.com/slides/
This presentation reviews - how to determine employee eligibility, what are the qualifying reasons to take FMLA, notice requirements when employee requests leave, what coverage must continue while employee is on leave, and what if employee does not return from leave.
Navigating the top fmla concerns evergreenjaybrodsky
Administering FMLA leave is a constant challenge for HR professionals. Determining what to do in situations involving intermittent leave, serious health conditions, notice obligations and overlapping leave policies can be time-consuming and, if handled incorrectly, can place you at risk for a lawsuit.
Be prepared! In this 90-minute webinar, attorneys Dana Connell and Michael Congiu of Littler Mendelson will explain what you need to know to navigate the complicated issues that can arise when administering FMLA leave.
n this webinar you will learn how understand the purpose and definition of the Family Medical Leave Act. As well as recognize potential reasons for covered leave and what necessary steps you can take as outlined under FMLA. You will understand the employee and employer responsibilities under FMLA and have the ability to apply compliance guidance to your workplace.
29th Annual Parsons Behle & Latimer Employment Law Seminar - 2017 Salt Lake City, Utah.
There are times employers have to allow intermittent leave under the law, but managing intermittent leave can be a very tricky issue. Christina discusses ways employers can legally deal with the administrative headaches and avoid abuse.
The Impact of FMLA and ADA Compliance on EmployersSedgwick
Presentation at DMEC 2013
Denise Fleury Sedgwick
Barbara LaRocque Pepsico
Letitia gallman Delta Airlines
Ellen Shelnutt SunTrust Banks Inc.
Deborah Jacobs Southern California Edison
This is a complete guide to FMLA, including qualifying factors, notice requirements, certification, calculating and tracking leave, employer responsibilities, and additional resources.
The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid leave per year for family and medical reasons to eligible employees at employers with 50 or more employees.
Under FMLA, employees are entitled to return to their same or an equivalent job at the end of their FMLA leave and retain their group health insurance coverage. FMLA also provides certain military family leave entitlements for eligible employees.
State and Federal Labor Law Posters
The Michigan Chamber has consolidated ALL of the required notices on four attractively printed and laminated 18x24 sheets. Our posters are always up-to-date as we have staff in constant contact with each of the issuing agencies and departments.
Americans with Disability Act Family Medical Leave Act Workers' Compensation:...Jim Cowan
This Presentation covers the Family Medical Leave Act ("FMLA"). Topics covered include:
• Intermittent Leave or Reduced Leave Schedule
• Transfer to an "Alternative Position"
• Reinstatement & Equivalent Position
• Limits on Reinstatement Rights
• Overview of the ADA
• Conflicts between the ADA and FMLA
DISCLAIMER:
By using this site and accessing the information presented by CowanPerry, PC., you understand that there is no attorney client relationship between you and CowanPerry, PC. The site and information contained therein should not be used as a substitute for competent legal advice from a licensed professional attorney in your state.
The information contained on this site is summary in nature and does not include all conditions, limitations, or exceptions that may be applicable to a particular situation. Every effort has been made to present current information without inaccuracies; however, errors, additions, deletions, and changes in the laws or procedures may occur and could make the information out of date or inaccurate. CowanPerry, PC does not assume any liability whatsoever for the "up-to-dateness", accuracy and completeness of the information.
Navigating the top fmla concerns evergreenjaybrodsky
Administering FMLA leave is a constant challenge for HR professionals. Determining what to do in situations involving intermittent leave, serious health conditions, notice obligations and overlapping leave policies can be time-consuming and, if handled incorrectly, can place you at risk for a lawsuit.
Be prepared! In this 90-minute webinar, attorneys Dana Connell and Michael Congiu of Littler Mendelson will explain what you need to know to navigate the complicated issues that can arise when administering FMLA leave.
n this webinar you will learn how understand the purpose and definition of the Family Medical Leave Act. As well as recognize potential reasons for covered leave and what necessary steps you can take as outlined under FMLA. You will understand the employee and employer responsibilities under FMLA and have the ability to apply compliance guidance to your workplace.
29th Annual Parsons Behle & Latimer Employment Law Seminar - 2017 Salt Lake City, Utah.
There are times employers have to allow intermittent leave under the law, but managing intermittent leave can be a very tricky issue. Christina discusses ways employers can legally deal with the administrative headaches and avoid abuse.
The Impact of FMLA and ADA Compliance on EmployersSedgwick
Presentation at DMEC 2013
Denise Fleury Sedgwick
Barbara LaRocque Pepsico
Letitia gallman Delta Airlines
Ellen Shelnutt SunTrust Banks Inc.
Deborah Jacobs Southern California Edison
This is a complete guide to FMLA, including qualifying factors, notice requirements, certification, calculating and tracking leave, employer responsibilities, and additional resources.
The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid leave per year for family and medical reasons to eligible employees at employers with 50 or more employees.
Under FMLA, employees are entitled to return to their same or an equivalent job at the end of their FMLA leave and retain their group health insurance coverage. FMLA also provides certain military family leave entitlements for eligible employees.
State and Federal Labor Law Posters
The Michigan Chamber has consolidated ALL of the required notices on four attractively printed and laminated 18x24 sheets. Our posters are always up-to-date as we have staff in constant contact with each of the issuing agencies and departments.
Americans with Disability Act Family Medical Leave Act Workers' Compensation:...Jim Cowan
This Presentation covers the Family Medical Leave Act ("FMLA"). Topics covered include:
• Intermittent Leave or Reduced Leave Schedule
• Transfer to an "Alternative Position"
• Reinstatement & Equivalent Position
• Limits on Reinstatement Rights
• Overview of the ADA
• Conflicts between the ADA and FMLA
DISCLAIMER:
By using this site and accessing the information presented by CowanPerry, PC., you understand that there is no attorney client relationship between you and CowanPerry, PC. The site and information contained therein should not be used as a substitute for competent legal advice from a licensed professional attorney in your state.
The information contained on this site is summary in nature and does not include all conditions, limitations, or exceptions that may be applicable to a particular situation. Every effort has been made to present current information without inaccuracies; however, errors, additions, deletions, and changes in the laws or procedures may occur and could make the information out of date or inaccurate. CowanPerry, PC does not assume any liability whatsoever for the "up-to-dateness", accuracy and completeness of the information.
Family Values @ Work's 21 diverse state coalitions celebrates 11 years of winning activism and advocacy for working families. The following program book highlights the impressive work of activists in our coalition and features Game Changer awardees.
In 2010, Congress passed the Foreign Account Tax Compliance Act (FATCA) to address underreporting of income held by US taxpayers in foreign accounts. FATCA will basically require foreign financial institutions to either agree to provide the IRS with information about its US account holders or be subject to withholding taxes on their US source income. Join us for a one hour panel presentation on FATCA, including the policy and processes behind its implementation, an overview of the new law and practical compliance tips. Our panel of speakers includes: Roger Royse, Royse Law Firm Mary Kopczynski, J.D./Ph.D., CEO, Eight of Nine Consulting, LLC Richard Hinton, Seconded Partner, KPMG LLP
Prepared remarks for City Attorney Dennis Herrera: commencement address to graduating law students of Golden Gate University School of Law, at the Nob Hill Masonic Center, 1111 California Street in San Francisco, California (May 13, 2005)
Join San Francisco labor and employment attorneys Jason Brown and Annie Lau for an interactive presentation and discussion about employment law and managing risks in the startup workforce.
It is never too soon to have this discussion. As your startup grows your risk will grow with the increasing number of hiring, firing, promoting, and disciplining decisions you need to make. Often, employment risks lie unaddressed in the context of rapid workforce growth, or equally so with rapid workforce reduction.
The startup world is unmatched in this volatility, and likewise in the level of risk a volatile workforce presents. And yet many startups focus so much on growth and culture that they miss evaluating the employment risks inherent in that growth, and of that culture. The resulting lawsuits are damaging, but often they are also avoidable, or at least mitigated.
What tools do you have to protect your startup against them? And more importantly, can you maintain both your culture, and a culture of compliance?
Come with your questions, concerns and scenarios.
Social Networking In The Workplace Public VersionBolin Digital
Did you know that employees who use Facebook at work are 9% more productive than those who don't? I'm often asked to present on why companies should let their employees use social media. Here is my pitch.
San Francisco Labor Landmark PhotographyKim A Munson
Stunning photography by artists Wendy Crittenden and Tom Griscom in contrasting styles, featuring locations important to the San Francisco labor movement. Exhibition catalog is available on iTunes and Blurb print on demand: http://blur.by/1zhkQ0r
The images supplied in this presentation are intended for academic purposes only; text is copyright Kim Munson, rights to images are held by Griscom and Crittenden.
This work will be on display at the Special Collections Gallery, J. Paul Leonard Library, San Francisco State University, March 19 - August 9, 2015. Opening event April 2.
The Southwest California Legislative Council is an advocacy coalition comprised of representative members of the Temecula Valley, Murrieta, Wildomar, Menifee Valley, Lake Elsinore Valley and Perris Valley Chambers of Commerce representing more than 3,500 employers dedicated to promoting job growth, economic expansion, and preserving the overall global competitiveness of California.
Effective July 1, 2015, California’s sick leave law will require employers to pay their employees sick leave. Almost all employers fall under this law, requiring them to give full time, part time, temporary and per diem employees sick pay.
The new California sick leave law covers all employers who have at least one employee that works more than 30 days in a year in the State of California.
Escorted bus tours in California including Los Angeles, Santa Barbara, Solvan...USA GAT
ESCORTED BUS TOUR departing from Los Angeles, California. Visits to Santa Barbara and Solvang , the Danish capital of America " Velkommen". Drive along the California Coast on the 17 Mile Drive and to San Francisco, "The City by the Bay". Travel to Yosemite National Park with its high cliffs and waterfalls, Mariposa Grove, and ancient giant sequoias. We end our tour in Las Vegas, Nevada "the entertainment capital of the world".
Family Medical Leave Act (FMLA) Attorneys - Mansell Law Columbus OhioGreg Mansell
Columbus Family Medical Leave Act (FMLA) attorneys representing clients in Ohio in FMLA discrimination, FMLA retaliation, & interference with FMLA rights.
Assignment 2 Required Assignment 1—The FMLA in PracticeThe Family.docxMerrileeDelvalle969
Assignment 2: Required Assignment 1—The FMLA in Practice
The Family and Medical Leave Act (FMLA) was enacted in 1993 and entitles eligible employees of employers covered under it to take unpaid, job-protected leave for specific family and medical reasons. During this leave, group health insurance coverage continues under the same terms and conditions applicable if the employees had not taken leave.
You may access the latest rules covered under the FMLA at the following Web site:
U.S. Department of Labor. (n.d.)
Wage and Hour Division (WHD): Family Leave and Medical Act
. Retrieved from
http://www.dol.gov/whd/fmla/
In this assignment, you will analyze the FMLA policy of an organization to understand the policy's role and importance in employee management.
Tasks:
Click
here
to access and read a portion of the employee handbook of Widgets Inc. that outlines the company's FMLA policy statement. Analyze the handbook on the basis of FMLA guidelines. Identify a minimum of five errors or oversights that relate to the FMLA and list their solutions in a separate document.
In addition, in the same document, include answers to the following questions:
What are three alternative methods of calculating twelve weeks of leave within a twelve-month period? Which method do you believe is the best and why?
An employee should give as much notice as possible to his or her employer. The Department of Labor suggests a minimum notice of thirty days. What if an employee needs emergency FMLA leave? Is the employee still allowed to take FMLA leave, although he or she was unable to give the thirty-day notice?
What are the legal ramifications if the same position is not available to an employee on his or her returning from FMLA leave?
During an employee's FMLA leave, Widgets Inc. downsizes and closes the department in which the employee works. What will happen to the employee? What are the legal ramifications?
Submission Details:
Save your final document as M3_A2_Lastname_Firstname.doc and, by
Wednesday, February 1, 2017
, submit it to the
M3: Assignment 2 RA 1 Dropbox
.
Assignment 2 Grading Criteria
Maximum Points
Identified a minimum of five errors or oversights on the basis of the FMLA policy and suggested practical solutions for each.
56
Evaluated alternative methods of calculating twelve weeks of leave within a twelve-month period.
32
Explained the stand of the FMLA policy if an employee needs emergency FMLA leave without giving the thirty-day notice.
24
Explained the legal ramifications if the same position is not available to an employee on his or her returning from FMLA leave.
24
Explained the legal ramifications if a company downsizes and closes the department in which the employee works during the employee’s FMLA leave.
24
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate representation and attribution of sources; displayed accurate spelling, grammar, and punctuation.
40
Total:
200
WIDGETS FAMILY LEAVE HANDBOOK.
Leave Under the Family and Medical Leave Act The Family and Me.docxSHIVA101531
Leave Under the Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) provides eligible employees with up to 8 workweeks of unpaid leave for certain family and medical reasons during a 6 month period. During this leave, the employee is entitled to continued group health plan coverage as if the employee had continued to work. At the conclusion of the leave, the employee, subject to some exceptions, generally has a right to return.
Employee Eligibility Criteria
To be eligible for the FMLA leave, an employee must have been employed by the Company:
· For at least twelve months (which need not be consecutive)
· For at least 90 days during the twelve-month period immediately preceding the commencement of the leave
· At a work site with fifty or more employees or where fifty or more employees are located
Events That May Entitle an Employee to the FMLA Leave
The FMLA leave may be taken for any one, or for a combination, of the following reasons:
· A "serious health condition"
· The birth of a child
Limitations of the FMLA Leave
Leave to care for a newborn or for a newly placed child must conclude within twelve months after the birth or placement of the child.
When both spouses are employed by the company, they are together entitled to a combined total of twelve workweeks of the FMLA leave within the designated twelve-month period for the birth, adoption, or foster-care placement of a child with the employees, for aftercare of a newborn or a newly placed child, and to care for a parent (but not in-law) with a serious health condition. Each spouse may be entitled to an additional FMLA leave for other FMLA qualifying reasons (that is, the difference between the leave taken individually for any of the above reasons and twelve workweeks, but not more than a total of twelve workweeks per person).
For example, if each spouse took six weeks of leave to care for a newborn child, each could later use an additional six weeks of leave due to his or her own serious health condition or to care for a child with a serious health condition.
An Intermittent or a Reduced Work Schedule Leave
Intermittent leave is leave taken in separate blocks of time. Reduced work schedule leave is a leave schedule that reduces an employee's usual number of hours per workweek or hours per workday.
If an employee takes leave intermittently or on a reduced work schedule basis, the employee must, when requested, attempt to schedule the leave so as to not disrupt the company’s operations unduly. When an employee takes an intermittent or a reduced work schedule leave for a planned medical treatment, the company may temporarily transfer the employee to an alternative position with the equivalent pay and benefits for which the employee is qualified and which better accommodates the recurring periods of leave.
Requests for the FMLA Leave
An employee should request for the FMLA leave by completing the Employer's Request for Leave form and submitting it to t ...
Leave Under the Family and Medical Leave Act The Family and Me.docxsmile790243
Leave Under the Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) provides eligible employees with up to 8 workweeks of unpaid leave for certain family and medical reasons during a 6 month period. During this leave, the employee is entitled to continued group health plan coverage as if the employee had continued to work. At the conclusion of the leave, the employee, subject to some exceptions, generally has a right to return.
Employee Eligibility Criteria
To be eligible for the FMLA leave, an employee must have been employed by the Company:
· For at least twelve months (which need not be consecutive)
· For at least 90 days during the twelve-month period immediately preceding the commencement of the leave
· At a work site with fifty or more employees or where fifty or more employees are located
Events That May Entitle an Employee to the FMLA Leave
The FMLA leave may be taken for any one, or for a combination, of the following reasons:
· A "serious health condition"
· The birth of a child
Limitations of the FMLA Leave
Leave to care for a newborn or for a newly placed child must conclude within twelve months after the birth or placement of the child.
When both spouses are employed by the company, they are together entitled to a combined total of twelve workweeks of the FMLA leave within the designated twelve-month period for the birth, adoption, or foster-care placement of a child with the employees, for aftercare of a newborn or a newly placed child, and to care for a parent (but not in-law) with a serious health condition. Each spouse may be entitled to an additional FMLA leave for other FMLA qualifying reasons (that is, the difference between the leave taken individually for any of the above reasons and twelve workweeks, but not more than a total of twelve workweeks per person).
For example, if each spouse took six weeks of leave to care for a newborn child, each could later use an additional six weeks of leave due to his or her own serious health condition or to care for a child with a serious health condition.
An Intermittent or a Reduced Work Schedule Leave
Intermittent leave is leave taken in separate blocks of time. Reduced work schedule leave is a leave schedule that reduces an employee's usual number of hours per workweek or hours per workday.
If an employee takes leave intermittently or on a reduced work schedule basis, the employee must, when requested, attempt to schedule the leave so as to not disrupt the company’s operations unduly. When an employee takes an intermittent or a reduced work schedule leave for a planned medical treatment, the company may temporarily transfer the employee to an alternative position with the equivalent pay and benefits for which the employee is qualified and which better accommodates the recurring periods of leave.
Requests for the FMLA Leave
An employee should request for the FMLA leave by completing the Employer's Request for Leave form and submitting it to t ...
Observations and Data (1 mark) Table 1 Masses of solvent and .docxhopeaustin33688
Observations and Data
(1 mark) Table 1: Masses of solvent and solute used
Mass of sample vial and biphenyl : 15.534 g
Mass of sample vial emptied : 14.00 g
Mass of biphenyl :2.110 g
Unknown number :2
Mass of sample vial and unknown: 13.440 g
Mass of emptied sample vial : 13.123 g
Mass of unknown added to the biphenyl: 0.240 g
(5 marks: for the interpretation of graphs and the data in Table 2)
Table 2: Freezing point data and freezing point depression by unknown
Freezing point of pure biphenyl from run 1: 68.1 celcies
Freezing point of pure biphenyl from run 2 : 68.2 celcies
Freezing point of pure biphenyl from run 3 : 68.2
Average freezing-point of pure biphenyl : 68.2
Freezing point of solution of unknown in biphenyl from run 1: 60.2
Freezing point of solution of unknown in biphenyl from run 2 : 61.4
Freezing point of solution of unknown in biphenyl from run 3 : 60.5
Average freezing point of solution of unknown in biphenyl : 60.7
Freezing point depression : -7.4
1. (3 marks) Calculate the molality of the solution of the unknown in biphenyl.
2. (3 marks) Calculate the molar mass of the unknown
3. (3 marks) You will have been given one of the molecules depicted in the introduction as
your unknown. Which do you believe it is? Base your choice on the experimental molar
mass you calculated from your data, and comment on how certain you are of your
identification
Leave Under the Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) provides eligible employees with up to 8 workweeks of unpaid leave for certain family and medical reasons during a 6 month period. During this leave, the employee is entitled to continued group health plan coverage as if the employee had continued to work. At the conclusion of the leave, the employee, subject to some exceptions, generally has a right to return.
Employee Eligibility Criteria
To be eligible for the FMLA leave, an employee must have been employed by the Company:
· For at least twelve months (which need not be consecutive)
· For at least 90 days during the twelve-month period immediately preceding the commencement of the leave
· At a work site with fifty or more employees or where fifty or more employees are located
Events That May Entitle an Employee to the FMLA Leave
The FMLA leave may be taken for any one, or for a combination, of the following reasons:
· A "serious health condition"
· The birth of a child
Limitations of the FMLA Leave
Leave to care for a newborn or for a newly placed child must conclude within twelve months after the birth or placement of the child.
When both spouses are employed by the company, they are together entitled to a combined total of twelve workweeks of the FMLA leave within the designated twelve-month period for the birth, adoption, or foster-care placement of a child with the employees, for aftercare of a newborn or a newly placed child, and to care for a parent (but not in-law) with a serious health.
Michigan & Federal Labor Law Poster Set
$49.00 first-time customers
$29.00 renewal rate within 12 months for returning customers
The Michigan Chamber of Commerce consolidates all of the mandatory state and federal notices in their required sizes on four 18x24 attractively printed and laminated sheets.
Thousands of Michigan companies trust the Michigan Chamber for their labor law poster needs.
Families First Coronavirus Response Act (FFCRA) WebinarEmilyBroadbent1
The Families First Coronavirus Response Act (FFCRA) provides for two sources of paid leave for employees in response to the coronavirus epidemic. The act applies to all employers with less than 500 employees. The act is intended to assist employers with recoupment of costs via payroll tax reimbursement. This webinar also will provide information on those credits.
HR Webinar: HR Professional’s Role in Managing Leave of AbsenceAscentis
Requests for leaves of absence rank among the most frequently encountered challenges faced by the HR professional because employers must contend with a patchwork of employee-friendly statutes, including federal, state and local leaves – it’s important to understand how these leaves coordinate because they often contain overlapping and sometimes conflicting employee rights and employer obligations.
This presentation covers:
• When do employees ask for FMLA leave?
• What must an employer do to comply with FLMA?
• Review of the required forms and procedures for compliance
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
1. Medical Leave Fact Sheet
Family and Medical Leave Act
As a faculty or staff member employed at Illinois State University, you may take up to twelve (12) weeks of paid/unpaid, job-
protected leave for certain family and medical reasons. Whether the leave is paid or unpaid is dependent on what benefits you
have available. You are eligible for this leave if you have total cumulative service of at least one year and have worked at least
1250 hours during the previous 12 months. Your FMLA leave time will be calculated on a “rolling” 12-month period measured
backward from the date of any FMLA leave usage. All approved requests for Extended Illness Leaves and Worker’s Comp
Leaves will count toward the 12-week limit if you qualify for an FMLA leave.
Although most leaves will be continuous, some leaves may be intermittent. Approved FMLA leave is used concurrently with
any payable time. Earned sick, vacation, and compensatory time must be used and will count toward the 12-week limit.
Notification Requirements
If you are going to be absent for more than 3 consecutive days due to a serious health condition, please review the reverse side
of this fact sheet for more information. You must notify your immediate supervisor and Human Resources Benefit Services
(Nelson Smith Building, Room 101, 438-8311) at least 30 days before you want to go on leave under the FMLA. If 30-days
notice is not possible, then notification must be as soon as possible. Written documentation to support the absence must be re-
ceived no later than 15 calendar days following the FMLA request date. If proper documentation is not received within the 15
days, your request for FMLA could be denied.
Your Responsibilities Returning to Work
Employee: It is your responsibility to inform your super- If you have been off work due to your own serious health
visor of any time missed due to your FMLA leave. Benefit condition and your physician returns you to work with no
time should be reported on the time card or benefit usage restrictions, you must submit a physician's release to Hu-
card and marked as sick leave for continuous FMLA leave man Resources as soon as you receive it.
or FM for intermittent FMLA leave. (See example below)
If your physician returns you to work with restrictions or
Supervisor: Time reporting is the responsibility of the on a part-time basis, you must submit a physician's release
supervisor during the employee’s absence. (See example to Human Resources as soon as you receive it. The Uni-
below) versity may need up to five working days to determine if
FM FM FM you will be able to perform your duties according to your
Day of 1 2 3 4 job description. During this five-day period, you will re-
Month
Regular
main on leave. You CANNOT return to work with restric-
Hrs. 7.5 4.0 tions until the University agrees to accept the limitations.
Vacation
Hrs. If you are returning to work from a continuous FMLA
Sick Hrs. 7.5 3.5 7.5
leave for caring for a family member, you must notify
Human Resources of your impending return as soon as
possible.
Insurance: Should you find that your payable benefits do
not cover the entire duration of your FMLA leave, Illinois If you are returning to work following a worker’s compen-
State University will continue your insurance program as it sation leave, you must take a physician’s release to the
existed just prior to your FMLA leave. You will be billed Office of Human Resources (Nelson Smith Building
for your normal payroll deduction amounts. If you fail to Room 101, 438-8311) in order to return to work.
pay your bill, your insurance coverage will be terminated.
Job Protection and Benefits Intermittent Leave
When you return from FMLA leave, you will be restored to An initial interview is required with a leave coordinator to
your original or equivalent position with equivalent pay, review your responsibilities while on an intermittent leave.
benefits, and other terms of employment. When reporting an unscheduled FMLA absence, you must
designate the absence as FMLA at that time. If your inter-
Your group health insurance and other existing benefits will mittent leave provides for scheduled absences, you are re-
be maintained for the duration of FMLA leave. quired to notify your supervisor of dates and times of your
absences in advance. Supporting documentation may be
You will accrue benefits while using earned sick and vaca- requested.
tion time. You will not accrue benefits while on unpaid
FMLA leave.
Your Rights
Extended benefits (150 hours) will not be paid until proper If you feel that your rights have been denied, please for-
medical documentation is received. ward your appeal to the Director of Human Resources.
Revised 4/2009 Continued on back www.hr.ilstu.edu
Page 1 of 2
2. Employee Rights and Responsibilities
Basic Leave Entitlement Use of Leave
FMLA requires covered employers to provide up to 12 weeks of unpaid, job- An employee does not need to use this leave entitlement in one block. Leave
protected leave to eligible employees for the following reasons: can be taken intermittently or on a reduced leave schedule when medically
• For incapacity due to pregnancy, prenatal medical care or child birth; necessary. Employees must make reasonable efforts to schedule leave for
• To care for the employee’s child after birth, or placement for adoption planned medical treatment so as not to unduly disrupt the employer’s
or foster care; operations. Leave due to qualifying exigencies may also be taken on an
• To care for the employee’s spouse, son or daughter, or parent, who has a intermittent basis.
serious health condition; or
• For a serious health condition that makes the employee unable to Substitution of Paid Leave for Unpaid Leave
perform the employee’s job. Employees may choose or employers may require use of accrued paid leave
while taking FMLA leave. In order to use paid leave for FMLA leave,
Military Family Leave Entitlements employees must comply with the employer’s normal paid leave policies.
Eligible employees with a spouse, son, daughter, or parent on active duty or
call to active duty status in the National Guard or Reserves in support of a Employee Responsibilities
contingency operation may use their 12-week leave entitlement to address Employees must provide 30 days advance notice of the need to take FMLA
certain qualifying exigencies. Qualifying exigencies may include attending leave when the need is foreseeable. When 30 days notice is not possible, the
certain military events, arranging for alternative childcare, addressing certain employee must provide notice as soon as practicable and generally must
financial and legal arrangements, attending certain counseling sessions, and comply with an employer’s normal call-in procedures.
attending post-deployment reintegration briefings.
Employees must provide sufficient information for the employer to
FMLA also includes a special leave entitlement that permits eligible determine if the leave may qualify for FMLA protection and the anticipated
employees to take up to 26 weeks of leave to care for a covered service timing and duration of the leave. Sufficient information may include that the
member during a single 12-month period. A covered service member is a employee is unable to perform job functions, the family member is unable to
current member of the Armed Forces, including a member of the National perform daily activities, the need for hospitalization or continuing treatment
Guard or Reserves, who has a serious injury or illness incurred in the line of by a health care provider, or circumstances supporting the need for military
duty on active duty that may render the service member medically unfit to family leave. Employees also must inform the employer if the requested
perform his or her duties for which the service member is undergoing leave is for a reason for which FMLA leave was previously taken or
medical treatment, recuperation, or therapy; or is in outpatient status; or is on certified. Employees also may be required to provide a certification and
the temporary disability retired list. periodic recertification supporting the need for leave.
Benefits and Protections Employer Responsibilities
During FMLA leave, the employer must maintain the employee’s health Covered employers must inform employees requesting leave whether they
coverage under any “group health plan” on the same terms as if the are eligible under FMLA. If they are, the notice must specify any additional
employee had continued to work. Upon return from FMLA leave, most information required as well as the employees’ rights and responsibilities. If
employees must be restored to their original or equivalent positions with they are not eligible, the employer must provide a reason for the ineligibility.
equivalent pay, benefits, and other employment terms.
Covered employers must inform employees if leave will be designated as
Use of FMLA leave cannot result in the loss of any employment benefit that FMLA-protected and the amount of leave counted against the employee’s
accrued prior to the start of an employee’s leave. leave entitlement. If the employer determines that the leave is not FMLA-
protected, the employer must notify the employee.
Eligibility Requirements
Employees are eligible if they have worked for a covered employer for at Unlawful Acts by Employers
least one year, for 1,250 hours over the previous 12 months, and if at least 50 FMLA makes it unlawful for any employer to:
employees are employed by the employer within 75 miles. • Interfere with, restrain, or deny the exercise of any right provided under
FMLA;
Definition of Serious Health Condition • Discharge or discriminate against any person for opposing any practice
A serious health condition is an illness, injury, impairment, or physical or made unlawful by FMLA or for involvement in any proceeding under
mental condition that involves either an overnight stay in a medical care or relating to FMLA.
facility, or continuing treatment by a health care provider for a condition that
either prevents the employee from performing the functions of the Enforcement
employee’s job, or prevents the qualified family member from participating An employee may file a complaint with the U.S. Department of Labor or
in school or other daily activities. may bring a private lawsuit against an employer.
Subject to certain conditions, the continuing treatment requirement may be FMLA does not affect any Federal or State law prohibiting discrimination,
met by a period of incapacity of more than 3 consecutive calendar days or supersede any State or local law or collective bargaining agreement which
combined with at least two visits to a health care provider or one visit and a provides greater family or medical leave rights.
regimen of continuing treatment, or incapacity due to pregnancy, or
incapacity due to a chronic condition. Other conditions may meet the
definition of continuing treatment.
Human Resources Phone – (309) 438-8311
Campus Box 1300 Fax – (309) 438-7421
www.hr.ilstu.edu Page 2 of 2
3. ILLINOIS STATE UNIVERSITY
OFFICE OF HUMAN RESOURCES
MEDICAL LEAVE APPLICATION
Section I: Applicant Section
Name: ____________________________________________________University ID:______________________
Address: ___________________________________________________Home Ph: ________________________
City, State, Zip: ______________________________________________Work Ph: _________________________
Employee Type: ___ Administrative/Professional ___ Civil Service ___ Faculty Employment %: _________
Department: ______________________ Mail Code: __________ Supervisor: __________________________
Beginning Date for Leave: ____________________ Estimated Length of Leave: _______________
Last Day Worked: ________________________ Normal Work Schedule (Days & Times): ___________________
Type of Leave: (circle one) Continuous Intermittent Reduced Schedule Worker’s Comp
Basic Leave
___ The birth of a child, or placement of a child with you for adoption or foster care.
___ Your own serious health condition.
___ Because you are needed to care for your ___spouse ___ parent due to his/her serious health condition.
Name of spouse or parent __________________________________.
___ Because you are needed to care for your child.
Name of child __________________________________. Date of birth of child _____________.
Military Family Leave
___ Because of a qualifying exigency arising out of the fact that your ___ spouse; ___son or daughter; ___ parent is
on active duty or call to active duty status in support of a contingency operation as a member of the National
Guard or Reserves. Name of service member _________________________________________.
___ Because you are the ___ spouse; ___son or daughter; ___ parent; ___ next of kin of a covered service member
with a serious injury or illness. Name of service member __________________________________.
Please sign your initials to certify that you have read and understand each section below.
___ In order to determine whether your absence qualifies as FMLA leave, requested documentation must be
provided within 15 calendar days following the FMLA request date. If documentation is not received within the
allowed time period, your leave could be denied.
___ You will be required to use your available payable benefits during your FMLA absence. This means that you
will receive your paid leave and the leave will also be considered protected FMLA leave and counted against
your FMLA leave entitlement.
___ While on leave you will be required to furnish us with periodic reports of your status and intent to return to work
when requested.
I certify that I have received and read the Medical Leave Fact Sheet and Employee’s Rights and Responsibilities. I
have read and initialed each section above. I understand that I am required to provide appropriate documentation
to substantiate my need for the above leave.
Applicant’s Signature: ________________________________________________ Date: ___________________
Human Resources Phone – (309) 438-8311
Campus Box 1300 Fax – (309) 438-7421
www.hr.ilstu.edu Page 1 of 2
4. Section II: Human Resource’s Response to Medical Leave Application
The medical certification for completion by physician must be received within 15 calendar days following the
FMLA request date.
Other documentation_________________________________________________ due on ________________
If requested documentation is not received within allowed time, your leave application could be denied.
Provided employee a copy of their job description
Tentative FMLA Response Pending Medical Certification
Tentatively Approved Formally Denied/Denial Reason Code _______ Initials/Date__________
Formal Response to FMLA/Medical Leave Application
Medical Leave application Approved Denied/Denial Reason Code _____ Not Applicable
FMLA Application Approved Denied/Denial Reason Code _____
FMLA Intermittent Leave Expiration Date*_________________
* If the need for this leave still exists after the expiration date, it is your responsibility to contact Human Resources to continue
the leave.
Reason For Denial
1) Has not worked 1250 hours within the past 12 month 4) No documented serious health condition
2) Did not return a completed physician certification 5) Extended benefits have been exhausted
3) Has no available FMLA hours remaining 6) Has not met the FMLA’s12-month length of
service requirement
Extended Sick Leave Approved/Sick leave hours that must be used prior to extended ____
(Civil Service Employees Only) Denied/Denial Reason Code _____
Not Applicable
Comments: _______________________________________________________________________________
__________________________________________________________________________________________
__________________________________________________________________________________________
__________________________________________________________________________________________
__________________________________________________________________________________________
__________________________________________________________________________________________
__________________________________________________________________________________________
_______________________________________________________________________________
Authorized Signature Date
Formal Notice Distribution : Employee, Supervisor, Human Resources Revised 4/09
Human Resources Phone – (309) 438-8311
Campus Box 1300 Fax – (309) 438-7421
www.hr.ilstu.edu Page 2 of 2
5. FMLA Certification of Health Provider for Family Member
For Completion by the EMPLOYEE
Your name: ______________________________________________________________________________
Name of family member for whom you will provide care: ______________________________________________
Relationship of family member to you: _________________________
If family member is your son or daughter, date of birth: __________________________________
Describe care you will provide to your family member and estimate leave needed to provide care:
___________________________________________________________________________________________
___________________________________________________________________________________________
__________________________________________________________ __________________________
Employee Signature Date
For Completion by the HEALTH CARE PROVIDER
The employee listed above has requested leave under the FMLA to care for your patient. Answer, fully and completely, all
applicable parts below. Several questions seek a response as to the frequency or duration of a condition, treatment, etc.
Your answer should be your best estimate based upon your medical knowledge, experience, and examination of the
patient. Be as specific as you can; terms such as “lifetime,” “unknown,” or “indeterminate” may not be sufficient to
determine FMLA coverage. Limit your responses to the condition for which the patient needs leave. Please be sure to
sign the form on the last page.
MEDICAL FACTS: Part A
Approximate date condition commenced: __________________________________________________________
Probable duration of condition: __________________________________________________________________
1. Was the patient admitted for an overnight stay in a hospital, hospice, or residential medical care facility?
____No ____Yes If yes, dates of admission: ____________________________________________
2. Date(s) you treated the patient for condition: ___________________________________________________
3. Will the patient need to have treatment visits at least twice per year due to the condition? ____No ____ Yes
4. Was medication, other than over-the-counter medication, prescribed? ____No ____Yes
5. Was the patient referred to other health care provider(s) for evaluation or treatment (e.g., physical therapist)?
____No ____Yes If yes, state the nature of such treatments and expected duration of treatment:
________________________________________________________________________________________
6. Is the medical condition pregnancy? ____No ____Yes If yes, expected delivery date: ________________
7. Describe other relevant medical facts, if any, related to the condition for which the employee seeks leave (such
medical facts may include symptoms, diagnosis, or any regimen of continuing treatment such as the use of
specialized equipment):
______________________________________________________________________________________
--See Reverse--
Human Resources Phone – (309) 438-8311
Campus Box 1300 Fax – (309) 438-7421
www.hr.ilstu.edu Page 1 of 2
6. AMOUNT OF CARE NEEDED: Part B When answering these questions, keep in mind that your patient’s need for care
by the employee seeking leave may include assistance with basic medical, hygienic, nutritional, safety or transportation
needs, or the provision of physical or psychological care.
1. Will the patient be incapacitated for a single continuous period of time, including any time for treatment and
recovery? ____ No ____ Yes
If yes, estimate the beginning and ending dates for the period of incapacity: _________________________
2. During this time, will the patient need care? ____ No ____ Yes
Explain the care needed by the patient and why such care is medically necessary in Comments Section below.
3. Will the patient require follow-up treatments, including any time for recovery? ____ No ____ Yes
Estimate treatment schedule, if any, including the dates of any scheduled appointments and the time required
for each appointment, including any recovery period:
_____________________________________________________________________________________
4. Explain the care needed by the patient, and why such care is medically necessary in Comments Section below.
5. Will the patient require care on an intermittent or reduced schedule basis, including any time for recovery?
____ No ____ Yes
Estimate the hours the patient needs care on an intermittent basis, if any:
________ hour(s) per day from _________________ through ___________________
________ days per week from _________________ through ___________________
Explain the care needed by the patient and why such care is medically necessary in Comments Section below.
6. Will the condition cause episodic flare-ups periodically preventing the patient from participating in normal daily
activities? ____No ____Yes
If yes, does the patient need care during these flare-ups? ____ No ____ Yes
Based upon the patient’s medical history and your knowledge of the medical condition, estimate the frequency
of flare-ups and the duration of related incapacity that the patient may have over the next 6 months (e.g., 1
episode every 3 months lasting 1-2 days): Frequency: _____ times per _____ week(s) month(s) _____
Duration: _____ hours or ___ day(s) per episode
7. Comments: Explain the care needed by the patient, and why such care is medically necessary:
__________________________________________________________________________________________
__________________________________________________________________________________________
__________________________________________________________________________________________
__________________________________________________________________________________________
__________________________________________________________________________________________
________________________________________________ ____________________________________
Signature of Health Care Provider Date
Provider’s name and business address: ___________________________________________________________
Type of practice / Medical specialty: ______________________________________________________________
Telephone: (________)____________________________ Fax:(_________)______________________________
Human Resources Phone – (309) 438-8311
Campus Box 1300 Fax – (309) 438-7421
www.hr.ilstu.edu Page 2 of 2
Rev. 4/09