Overview

Suppose one or more of your employees has taken a leave of absence, and your company or department is buckling under the added stress—and you suspect that one or more of those employees may be taking advantage, and may not really be in need of family or medical leave – or may even not be entitled to it. What if one or more of your employees asks for intermittent leave? Administration of continuous leave can be challenging enough. Intermittent leave presents its own administrative challenges. With the continuing pandemic, more employees are in need of or looking for time off from work. How do you keep track of everything and ensure that your employees are abusing their leave? You can curb employee leave abuse. But how do you do it? Don’t despair!

This webinar will help you get a working knowledge of how you can minimize your company’s exposure to employee abuse of family and medical leave – be it under the FMLA, ADA, or workers’ comp, or other applicable family and medical leave laws.

Areas covered in this Training

Areas covered include, without limitation
-Defining Leave Abuse
-Common Ways Employees Abuse Leave Time;
-Determining Eligibility
-Using eligibility criteria,
-Certifications, notice requirements and call-in procedures to manage leave;
-Documentation;• Reasonable Accommodations under the ADA/ADAAA;
-Alternatives to leave as tools for curbing FMLA Abuse;
-Investigations of Suspected Leave Abuse.
-Intermittent leave;
-Leave and COVID concerns
-Legal Defenses
-Other tools for curbing leave abuse.


 

Why Attend this Training

The COVID-19 pandemic has increased the need for employee leave, either to care for themselves or family members. Not all states have Paid Family Leave laws. Some employees will need more leave than state/local paid sick leave laws to provide and may qualify for leave under FMLA or as an accommodation of a disability.

Occasionally you get one or a few employees, who either game the system or who start out with a legitimate leave request but somewhere along the way, start to take advantage.
Leave abuse in one way or another will impact your company’s bottom line. Whether immediate or eventual, decreased productivity will be one of the first effects—and decreased productivity usually means decreased revenue. Often it also leads to lower morale amongst your other employees, which can impact your company’s ability to attract and retain good talent. That too, impacts your company’s bottom line.

Taking a proactive approach to managing employee leave can significantly decrease the risk of leave abuse, increase the ability to attract and retain good talent and increase your bottom line.

Certifications 

-This Program, ID No. 578010, has been approved for 1.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).

-This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.

Duration: 90 Minutes
Suggested Attendees

-Business Owners
-H.R. Managers and Directors
-H.R. Generalists
-Leave Administrators
-Benefits Administrators
-CEO’s
-Senior Managers
-Front-Line and Middle Managers

You may ask your Question directly to our expert during the Q&A session.