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/
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 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.
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/
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 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.
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
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.
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.
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.
Proving Grounds: Answer the Call with Effective FMLA Administrationbenefitexpress
The DOL released a new employer guide to the Family and Medical Leave Act this year, but many employers have unanswered questions. Administrating FMLA is a tricky topic; learn to navigate the regulations with ease. From major regulatory changes to the day-to-day questions, HR and benefit managers have, ERISA attorney Larry Grudzien covers everything you need to know right now to legally administrate FMLA leave.
Has your employer denied you a leave of absence (loa)SSFirm
When an employer is not keen on such laws or is just ignorant and this affects a group or workers, such employees have a right to join together and consult class action lawsuit lawyers in California, who can guide them on whether they may file a class action claim.
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.
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
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.
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.
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.
Proving Grounds: Answer the Call with Effective FMLA Administrationbenefitexpress
The DOL released a new employer guide to the Family and Medical Leave Act this year, but many employers have unanswered questions. Administrating FMLA is a tricky topic; learn to navigate the regulations with ease. From major regulatory changes to the day-to-day questions, HR and benefit managers have, ERISA attorney Larry Grudzien covers everything you need to know right now to legally administrate FMLA leave.
Has your employer denied you a leave of absence (loa)SSFirm
When an employer is not keen on such laws or is just ignorant and this affects a group or workers, such employees have a right to join together and consult class action lawsuit lawyers in California, who can guide them on whether they may file a class action claim.
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
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.
Learn the #1 way companies violate employee FMLA rights, which industries the most violations occur, and what you can do about it if you find yourself unlawfully treated by your employer.
When your boss violates your FMLA rights, you have options, and can take legal action to pursue back pay and recover compensation for damages. Federal law provides a number of family medical leave act protections to employees who qualify. It's illegal for employers to retaliate against people exercising their FMLA rights. You shouldn't lose your job, be held back from opportunity or advancement or be demoted for taking rightful leave. It's unlawful when it happens, and it happens all too commonly. You do have recourse though.
Check out the 12 ways your boss may violate your FMLA rights. If you feel you have a potential legal claim because of what happened to you, call me today, and I'll review your case details for free. I'll help you determine your eligibility and answer your questions about your legal options with no charge.
Workers Myths and Misconceptions: Do You Know Your Rights As an EmployeeRichard Celler
Only an experienced Florida employment law attorney can answer specific questions or provide you with individualized advice; however, it may help to separate some of the fact from fiction when it comes to what your employer can and cannot do in the workplace. Learn more about workers myths and misconceptions in this presentation.
Your Complete Compliance Guide For Hiring EmployeesJustworks
Congratulations are in order – you’re ready to hire your first employee! But growing your team can be complicated to navigate. Hiring new people demands compliance with a long list of laws and regulations: discrimination laws, tax withholdings, background check restrictions.
You can see how hiring might get messy without the help. Justworks’ slide will walk you through the labyrinth of staying compliant while hiring.
Retaliation happens when an employee speaks up about unlawful or unsafe workplace conditions or violations. If you or a loved one have been unlawfully retaliated against in the workplace anywhere in Los Angeles, you can count on the team at Mancini & Associates to help you. Their California workplace retaliation attorney Tara J Licata has extensive experience handling complex employment law cases, and she knows what it takes to investigate these claims in order to determine liability.
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.
Do you need workers’ compensation insurance for your business.pdfDavid Steinfeld, Esq.
In Florida if your business is not in the construction industry and you have four or more regular employees you are required by law to have workers’ compensation insurance.
Whether a person working for your business qualifies as an employee for workers’ compensation purposes and whether an owner or worker qualifies for an exemption is an assessment to perform with your attorney before you receive a stop-work order or records request from the Division of Worker’s Compensation of the Department of Financial Services.
What Is Life After Coronavirus? HR Scenarios & Common QuestionsRea & Associates
There's no shortage of human resources questions these days. In addition to a mountain of other concerns, businesses are actively juggling new compliance guidelines, government regulations, and real-world concerns related to employees who are both afraid of becoming sick with COVID-19 and of losing their source of income. When it comes to addressing the new rules associated with coronavirus, unfortunately, there is not a one-size-fits-all solution - especially when dealing with the human element.
As you can expect, our human resources consulting services team has been working overtime fielding a range of questions from businesses on the front lines battling up-to-the-minute COVID-19 challenges. During this session of our "What Is Life After Coronavirus?" webinar series, we will address specific HR scenarios and common questions businesses like yours are facing in the hopes of providing you with the guidance you need when it comes to tackling the really tough situations.
During this hour-long webinar, you will hear case studies related to:
- Unemployment
- FFCRA
- CARES Act
- New DOL Workplace Safety Resources & CDC Recommendations
You can learn more about Rea & Associates is addressing the current COVID-19 crisis and how our experts are helping businesses overcome the challenges being faced as a result of coronavirus. Visit https://www.reacpa.com/coronavirus to access our dedicated resource center. You can also access past sessions in our "What Is Life After Coronavirus?" webinar series at https://www.reacpa.com/COVID19-webinar-series.
Stay safe out there.
As more information, recommendations, and mandates are revealed daily, we will make every effort to ensure that the insight provided during this webinar will be current and current at the time this webinar is presented. Rea & Associates' HR consulting services are based on the best knowledge of non-attorney specialists. Rea & Associates does not provide legal advice. You are encouraged to consult with legal counsel of your choice prior to implementing policies and procedures.
Military Commissions details LtCol Thomas Jasper as Detailed Defense CounselThomas (Tom) Jasper
Military Commissions Trial Judiciary, Guantanamo Bay, Cuba. Notice of the Chief Defense Counsel's detailing of LtCol Thomas F. Jasper, Jr. USMC, as Detailed Defense Counsel for Abd Al Hadi Al-Iraqi on 6 August 2014 in the case of United States v. Hadi al Iraqi (10026)
Car Accident Injury Do I Have a Case....Knowyourright
Every year, thousands of Minnesotans are injured in car accidents. These injuries can be severe – even life-changing. Under Minnesota law, you can pursue compensation through a personal injury lawsuit.
NATURE, ORIGIN AND DEVELOPMENT OF INTERNATIONAL LAW.pptxanvithaav
These slides helps the student of international law to understand what is the nature of international law? and how international law was originated and developed?.
The slides was well structured along with the highlighted points for better understanding .
Responsibilities of the office bearers while registering multi-state cooperat...Finlaw Consultancy Pvt Ltd
Introduction-
The process of register multi-state cooperative society in India is governed by the Multi-State Co-operative Societies Act, 2002. This process requires the office bearers to undertake several crucial responsibilities to ensure compliance with legal and regulatory frameworks. The key office bearers typically include the President, Secretary, and Treasurer, along with other elected members of the managing committee. Their responsibilities encompass administrative, legal, and financial duties essential for the successful registration and operation of the society.
How to Obtain Permanent Residency in the NetherlandsBridgeWest.eu
You can rely on our assistance if you are ready to apply for permanent residency. Find out more at: https://immigration-netherlands.com/obtain-a-permanent-residence-permit-in-the-netherlands/.
2. www.company.com
Authored by:
The Kielich Law Firm
2205 Martin Drive, Suite 200-K
Bedford, Texas 76021
KielichLawFirm.com
3. www.company.com
Intro
As an employment attorney I deal with my fair share of FMLA cases
for clients (probably more than my fair share for the amount of
calls I get from around Dallas and Fort Worth). Among those
FMLA claims I see what happens when employers violate an
employee’s FMLA rights because the employer was ignorant of
FMLA regulations or had seriously wrong misconceptions about
FMLA. I also get plenty of calls from employees who believe their
employer has violated their FMLA rights but no rights have been
violated because the employee himself or herself misunderstood
his or her rights under FMLA. Today’s post is a helping of
debunking those myths so people can better understand their
FMLA rights and recognize a violation of FMLA when they see it.
4. www.company.com
Myth #1
• My employer has to approve FMLA leave when I
ask for it.
Under the Family Medical Leave Act, you cannot be denied FMLA leave if (1) you are an eligible
employee (2) of a covered employer (3) requesting leave for a reason covered by FMLA (4) and
you have provided sufficient information for your employer to determine that you have made a
request for medical leave that is covered by FMLA (5) and the request has been made thirty days
prior to the required leave (or as soon as reasonably possible if thirty days notice cannot be
provided) and (6) you have not already exhausted your protected leave for the current twelve
month period. (You can learn more by visiting this page about FMLA.) If you do not meet each of
those conditions then your employer can and probably will deny your request for FMLA leave.
Employers do not have discretion to deny FMLA leave (with some rare exceptions for intermittent
leave) when a proper request is made but they do not have to approve every request merely
because it is turned in on an FMLA form. When you apply for FMLA, your employer is permitted to
seek certification of the serious medical condition and sufficient information must be produced
before the employer must approve an otherwise valid request for FMLA.
5. www.company.com
Myth #2
• My employer cannot make me use paid leave
with FMLA
Your employer definitely can. FMLA specifically permits employers to require employees
to exhaust paid leave time (vacation pay, sick pay, personal days, etc.) during FMLA
leave. FMLA is not designed to protect paid leave periods so if the statute required
employers to give FMLA leave on top of paid sick leave then we likely would have
seen employers reduce paid leave time to account for FMLA unpaid leave. It usually
works out for employees to use paid leave during some or all FMLA leave to keep
receiving paychecks during a medical leave. You may be eligible for short term
disability from your employer for your FMLA leave, if your employer offers STD and
your leave qualifies for the STD plan’s benefits. Employers are not required to
exhaust paid leave time during your FMLA leave but if it is your employer’s policy
then there is no claim against the employer for following its own policy.
6. www.company.com
Myth #3
• Once approved for FMLA I can take sick time for
my medical condition whenever I want.
If you have approval for FMLA leave then your protected leave time is limited to the
leave periods approved by HR or whoever in your company approves FMLA
requests. If you have to leave work for the medical condition that led to your FMLA-approved
leave but it is not during your FMLA-approved leave time then you are
generally subject to the employer’s leave policy and not FMLA protections. If the
additional leave time is unforeseen then you need to make a request for approval of
that additional time under FMLA to gain the same protections. If you need sick leave
for any other medical condition then it is not protected by your original FMLA request
and you need to make a new request for the other sick leave time.
7. www.company.com
Myth #3
If you are approved for intermittent FMLA leave the rules are slightly different. Your
intermittent leave may be at unforeseeable times (such as an episodic medical
condition) and you cannot schedule intermittent leave or you may be approved for
leave beyond any scheduled leave periods. If this is the case then you can take
leave as appropriate for your medical condition provided that your FMLA leave
requests legitimately relate to the medical condition for which you requested FMLA
leave and you follow your employer’s normal call-in procedures (at least to the
extent physically possible) for each intermittent leave period.
What you cannot do is use FMLA-approved leave to give yourself extra sick leave or an
extra day on your vacation.
8. www.company.com
Myth #4
• Once I am on FMLA leave my employer cannot
communicate with me.
No, your employer has some opportunity to communicate with you during leave periods.
If you have approved intermittent leave then you must follow your employer’s call-in
procedures to notify them of your leave time. Additionally, if you are on a continuous
FMLA leave period then your employer can contact you to inform you that you must
recertify your FMLA leave. Recertification means your employer is requesting that
your treating physician provide an update that confirms you still require leave time
for the same medical conditions. Employers can also contact you within reason
about work issues.
9. www.company.com
Myth #4
There are specific rules about the timing of recertification requests. If any type of FMLA
leave may extend beyond a single year (as the employer calculates the twelve
month period for FMLA) the employer can request annual recertification. An initial
certification that does not designate a specific leave period will allow the employer to
request recertification every six months for absences. (If you are approved for FMLA
but do not take any absences for the FMLA-approved reason when the employer is
limited to the annual recertification.) If your FMLA request is for a defined period of
time then the employer generally must wait until the end of the minimum time
duration in the initial certification to request recertification. Your employer may
request recertification every thirty days after the minimum duration is exhausted.
The employer can also request recertification in less than thirty days if you request
an extension of FMLA leave, the circumstances that led to the previous certification
have changed considerably, or the employer receives information that causes it to
doubt the employee’s stated reason for the absence or the continuing validity of the
medical certification. Note that employers cannot request certification if the reason
for FMLA leave is to bond with a newborn child (maternity leave/paternity leave) or
to adopt a foster child.
10. www.company.com
Myth #4
Employers typically send requests for recertification by mail and often send letters
notifying the employee of the looming return to work to give the employee the
opportunity to recertify or prepare to return to work. These letters are certainly
permitted under the employer’s right to request recertification, so long as the letters
are sent at appropriate intervals and do not threaten an employee with adverse
consequences for taking FMLA leave (other than the employer’s options when
FMLA leave has been exhausted and your job is no longer protected by FMLA if you
take continued leave). Employers do not have to send these communications by
mail. They can come by email or simply by making phone calls.
11. www.company.com
Myth #4
Employers can also contact you within reason about work issues. It is considered a
“professional courtesy” to answer these communications when the communications
are infrequent and do not meaningfully interfere with your leave. There is no hard
and fast rule how frequent the communications can be or what subjects can be
discussed except your employer cannot contact you to threaten your job for taking
leave. That is never acceptable when your leave is FMLA-protected. However, at a
certain point your employer’s communications can be considered FMLA interference
and that can give you a claim against your employer. For that reason employers are
typically very careful about communicating with you while you are on leave beyond
those recertification requests.
12. www.company.com
Myth #5
• My employer has to put me back in my same job
after my FMLA leave ends.
Not necessarily. If you return to work by the end of your FMLA-protected leave then your
employer must return you to the same position or an equivalent position with the
same benefits, responsibilities and conditions of employment. If you are placed in a
different position then you really need to pay attention to how equivalent the new job
is to the one you held prior to your leave. The job does not have to be identical in
every way but it needs to be essentially the same (or better) benefits, responsibilities
and conditions of employment. Whether the new job is equivalent is heavily
dependent upon the particular merits of each job. There is no bright line test to
determine how different the jobs can be. Often the more important issue is whether it
is worth souring your relationship with your employer over minor differences in
position. However, if the positions are significantly different then your employer may
be violating your rights under FMLA and you may have claims against your
employer.
13. www.company.com
For more information
For more information about your FMLA and other
employment rights, visit The Kielich Law Firm
online at http://kielichlawfirm.com