Recorded July 19, 2017
Quick: Name the thing you like least about your HR job.
If you said “administering leaves,” you’re not alone. Fulfilling the various and confusing requirements of the federal Family & Medical Leave Act (FMLA) is no easy task. Plus, it’s even harder here in the Golden State, given that the California Family Rights Act (CFRA) overlaps with FMLA and differs in several key respects.
Don’t risk a costly FMLA / CFRA misstep that could cost your company big (not to mention the bad publicity generated by a lawsuit brought by a disgruntled employee or former employee).
Join us for an in-depth webinar that will outline the top 10 compliance tripwires to avoid when developing your FMLA / CFRA policy and putting it into practice.
- How to make sure eligibility requirements are clearly spelled out so there’s no question as to who’s eligible and who isn’t
- How to interpret the term “spouse”
- How errors concerning designation of the FMLA / CFRA year may occur
- How to manage the calculation of FMLA / CFRA leave increments
- How to navigate when paid family leave requirements may apply — and how those interact and intersect with FMLA / CFRA
- When an employee’s failure to follow customary call-in procedures is not a disqualifier for taking FMLA / CFRA leave
- When requests for medical certification or for clarification on previously submitted certification is permitted, under what circumstances, and to what extent
- Particularly treacherous FMLA / CFRA situations that could trigger additional protections — and potential liability — under the federal
- Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA)
Continue by clicking on the following link: