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The Family and Medical Leave Act: An Employer’s Guide
A Step-By-Step Framework For Understanding Rights And Responsibilities
Whether it's medical, parental, military, intermittent, or other qualifying FMLA leave, you can be sure it requires lots of paperwork and documentation.
You need a comprehensive guide that details what you, as an HR professional, must know to comply with the FMLA.
This blueprint provides a framework and clear strategies to ensure you meet the complex needs of employees while protecting your employer's resources.
THIS BLUEPRINT WILL HELP YOU:
- Gain a clear understanding of your company's obligations under the FMLA ensuring compliance and avoiding potential legal pitfalls.
- Learn how to properly handle employee requests for leave including required notices, eligibility determination, and medical certification.
- Discover strategies for managing employee absences and maintaining productivity while supporting your employees during challenging times.
- Understand the nuances of FMLA leave including intermittent leave, reduced schedules, and the impact on employee benefits.
- Explore the interaction between the FMLA and other laws such as the ADA and workers' compensation, to ensure your policies are comprehensive and legally sound.
- Acquire the knowledge needed to create a supportive and compliant workplace culture that balances the needs of your employees with the goals of your organization.
WHAT'S INSIDE
The Family and Medical Leave Act: An Employer's Guide
AN IN-DEPTH FRAMEWORK FOR SUCCESS
- 5 qualifying reasons for taking FMLA leave
- 4 methods for determining the 12-month FMLA leave year
- Which states have paid family and medical leave laws and which don't
- 6 types of records employers must keep regarding FMLA
- 3 laws that commonly intersect with the FMLA
- 4 types of information required in a medical certification
- Exigency leave related to military service and 9 qualifying categories
- 5 examples of "benefits" that must be equivalent upon reinstatement
- Additional information that may be required for intermittent leave
- 3 situations where reinstatement after FMLA leave is not required
10 FMLA MISTAKES TO AVOID
- Mistake #1 - Incorrectly calculating FMLA leave entitlement
- Mistake #2 - Neglecting to maintain proper records
- Mistake #3 - Missing deadlines
- Mistake #4 - Making unauthorized demands for medical information
- Mistake #5 - Misclassifying employees as ineligible
- Mistake #6 - Overlooking the application of state-specific laws
- Mistake #7 - Failure to maintain health coverage
- Mistake #8 - Miscalculating accrued balances
- Mistake #9 - Improperly denying reinstatement
- Mistake #10 - Mishandling the intersection of FMLA with other laws
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