BEGIN:VCALENDAR VERSION:2.0 PRODID:icalendar-ruby CALSCALE:GREGORIAN BEGIN:VEVENT DTSTAMP:20240328T143248Z UID:86094cc7-9fea-4644-9712-152b6b7a8cd0 DTSTART:20210319T073000 DTEND:20210320T073000 CLASS:PRIVATE DESCRIPTION:
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\n\nOn-Site Sem inar: Scramento\, CA | Tuesday\, March 19\, 2021
\n\nMornin g Focus: Mastering FMLA/CFRA Fundamentals Afternoon Focus: FMLA Compliance Scenarios and Case Studies for Real-World Application
\n\nThink emp loyee leave management is a one-time policy issue? Be careful! New and con fusing regulations\, conflicting court decisions\, and increasing employee abuse of FMLA protections means family and medical leave will remain one of HR&rsquo\;s biggest management headaches.
\n\nTo help you master your obligations and avoid costly penalties\, the publisher of your state& #39\;s Employment Law Letter has crafted a cost-effective and engaging sol ution: 2021 FMLA/CFRA Master Class: California Advanced Skills for Employe e Leave Management This intensive day-long workshop provides the comprehen sive knowledge you need to master real-life issues. Experienced attorneys will provide substantive instruction on fundamental FMLA compliance princi ples in light of new and existing regulations\, court rulings\, and applic ation of this far-reaching law. You&rsquo\;ll engage with your instructors and your peers\, solving challenges you face day in and day out concernin g intermittent leave\, return to work\, employee performance\, and much mo re.
\n\nThis event teaches employee leave management essentials whil e instilling the confidence you need to make the right coverage calls\, co ntrol abuse and fraud\, answer the toughest questions from employees and y our executive colleagues\, and avoid the expensive missteps that have deva stated other employers.
\n\nYou&rsquo\;ll enhance your advanced-prac titioner skill set when you attend this satisfaction-guaranteed event and learn:
\n\nHow to judge a &ldquo\;serious health condition&rdquo\; t he way a real judge would\, and eliminate disputes about what does and doe sn&rsquo\;t constitute it The latest FMLA revisions\, so you don&rsquo\;t risk noncompliance What recent FMLA court decisions really mean\, so you c an adjust your policies accordingly Why FMLA recordkeeping continues to tr ip up even the savviest human resource managers\, and some solutions to av oid similar mistakes How to tame the intermittent leave and reduced schedu le beasts\, and put a stop to abuse and fraud How FMLA\, ADA\, and state w orkers&rsquo\; comp laws overlap\, so you can avoid violations And more! p>\n\n
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\n\nMaster Class Agenda
\n\nRegistration 7:30 &ndash\; 8:30 a.m.
\n\nPart I&mdash\;Mastering FML A/CFRA Essentials
\n\nFMLA/CFRA Eligibility: Granting Leave When It& rsquo\;s Due and Getting It Right 8:30 a.m. &ndash\; 9:00 a.m. Could you b e missing critical first steps in managing FMLA leave&mdash\;determining e mployee eligibility? A defined\, consistent process helps you not only den y leave when employees don&rsquo\;t qualify\, you&rsquo\;ll grant leave fo r a period that is reasonable and necessary when they do. In this opening session\, gain new insights on eligibility determinations and recent trend s and developments affecting leave. You&rsquo\;ll be armed to adjust polic ies and practices in 2021 to ensure compliance with the changing regulator y\, legal\, and practical landscape. You&rsquo\;ll learn:
\n\nHow to determine FMLA eligibility quickly and easily How the FMLA rules and rela ted court decisions define who qualifies as a covered family member How to coordinate leave for workers caring for adult children Rules related to d etermining in loco parentis status How to coordinate state and federal lea ve when definitions of &ldquo\;covered family member&rdquo\; differ
\n\ nManaging Serious Health Conditions and Medical Certifications 9:00 a.m . &ndash\; 10:00 a.m. At the heart of many FMLA leave requests is the seri ous health condition. The regulations do offer some guidance and allow you to require medical certification\, yet there are a multitude of reasons f or needing time off. Assessing those reasons requires keen judgment\, and this session will show you how to make the right call. You&rsquo\;ll learn about:
\n\nIllnesses and injuries that may be serious health condit ions -- even though the regulations say they generally aren&rsquo\;t How m any health conditions it takes to be &ldquo\;serious&rdquo\; What to do if a medical certification is incomplete or unclear Your options if an emplo yee or doctor doesn&rsquo\;t cooperate with obtaining the required certifi cations When you may require employees to provide recertification of a ser ious health condition The &ldquo\;do&rsquo\;s and don&rsquo\;ts&rdquo\; of return-to-work certifications
\n\nBreak 10:00 a.m. &ndash\; 10:15 a .m.
\n\nMeeting FMLA/CFRA Deadlines: Notification\, Curbing Abuse\, and Preventing Claims 10:15 a.m. &ndash\; 11:00 a.m. FMLA is ruled by dead lines for giving and receiving information\, for measuring how much leave has been taken\, and for determining how much leave employees have remaini ng in a given year. A good grasp of timing rules&mdash\;and learning how t o monitor other key areas of FMLA usage&mdash\;can help you prevent abuse of FMLA entitlements and fend off litigation. This session covers:
\n\nHow to give the four kinds of FMLA notices&mdash\;on time and on point What to do if an employee refuses FMLA designation Selecting the best type of FMLA leave year for your organization Counting holidays that fall duri ng leave Rules regarding &ldquo\;making up&rdquo\; FMLA leave Handling sus pected FMLA abuse without running afoul of the law How to manage employee leave without risking claims of interference How to legally discharge empl oyees who are on or just returned from FMLA leave
\n\nMastering Toug h FMLA/CFRA Issues 11:00 a.m. &ndash\; 12:15 p.m. It&rsquo\;s one thing to understand FMLA rules\, but another thing entirely to apply them in the r eal world. For example\, intermittent leave seems pretty straightforward\, but what about temporary light-duty positions and fluctuating work schedu les? Reinstatement after leave? How do you handle an investigation by DOL? This session will show you:
\n\nHow to manage intermittent and redu ced schedule leave How to handle leave duration How to calculate leave for fluctuating work schedules Rules on substitution of various types of paid leave for FMLA leave When employees have job reinstatement rights and whe n they do not Tips on how to effectively manage an FMLA investigation by t he DOL
\n\nNetworking Power Lunch (meal included with your registrat ion) 12:15 p.m. &ndash\; 1:15 p.m.
\n\nAll Together Now: Coordinatin g FMLA with ADA\, Workers&rsquo\; Comp\, and State Family Leave Laws 1:15 p.m. &ndash\; 2:30 p.m. FMLA seems pretty comprehensive\, but it&rsquo\;s not the only law that applies when employees need time off for their own s erious health condition\, to care for a family member\, or for other reaso ns. You need to know when other laws create different obligations&mdash\;a nd how their requirements work in tandem with FMLA. In this session we&rsq uo\;ll cover:
\n\nHow FMLA and ADA interact Why FMLA serious health conditions are more likely to qualify as disabilities under the ADAAA When you should offer leave as a reasonable accommodation under the ADA\, incl uding a discussion of ADA leave cases and agency guidance How to offer acc ommodations other than leave without violating FMLA When you can require e mployees to take FMLA leave concurrently with workers&rsquo\; comp leave R ecent developments in state leave laws\, including paid sick leave\, famil y leave\, pregnancy accommodation\, and other trends
\n\nBreak 2:30 p.m. &ndash\; 2:45 p.m.
\n\nPart II&mdash\;Intensive Workshop Addres sing the Real-Life Application of FMLA/CFRA Rules\, DOL/DFEH Regulations\, and Court Rulings
\n\nApplying Your Knowledge 2:45 p.m. &ndash\; 4: 00 p.m. In this highly interactive portion of the FMLA Master Class\, your faculty of labor and employment attorneys will walk you through a series of scenarios illustrating real-life FMLA issues that stump even the most s easoned of HR practitioners. You&rsquo\;ll discuss case-studies with the l awyers and fellow attendees to determine the correct course of action\, ba sed on the facts and FMLA compliance principles.
\n\nRecent court ru lings\, long-standing precedent\, DOL interpretations\, opinion letters\, and regulations&mdash\;as well as the trainers&rsquo\; own experiences in advising clients&mdash\;are interwoven into this engaging afternoon worksh op to provide actionable guidance on tricky FMLA challenges facing HR and employers in 2021. We&rsquo\;ll dive deep into:
\n\n1. Medical certi fications and what to do when:
\n\nCertification submitted by employ ee is not sufficient Employee does not return the certification Employee r efuses to update the certification if need for leave changes Employee does not submit fitness-for-duty certification at end of leave
\n\n2. In termittent leave
\n\nCertification of need for intermittent leave Sp ecific information on when leave is needed\, expected frequency and durati on What to do if an employee uses more leave than expected Abuse of interm ittent leave (Mondays and Fridays\, before and after holidays)
\n\n3 . Reduced schedule leave
\n\nCertification and specific information on reduced hours\, expected duration Updating certification Tracking leave time
\n\n4. FMLA during holidays and shutdowns
\n\nHow to cou nt FMLA leave during holidays Administering FMLA leave during extended pla nt or office shutdowns Determining whether an employee on FMLA leave durin g holidays is entitled to holiday pay
\n\n5. Addressing performance issues that arise prior to the request for leave
\n\nWhat to do when an employee requests FMLA leave in the midst of the disciplinary process or just before discipline or termination steps are taken Addressing perfor mance issues that arise during intermittent or reduced schedule leave Addr essing performance issues discovered while an employee is on leave Reducti ons in force while employee is on FMLA leave
\n\n6. Return to work&m dash\;what to do if an employee is:
\n\nNot able to return to work a t end of leave (ADA considerations) Cleared to return to work with restric tions Temporarily unable to perform essential functions Unable to perform essential functions in the long-term
\n\nFinal Questions and Closing 4:00 p.m. &ndash\; 4:30 p.m. Have lingering questions about points raised during this intensive FMLA workshop or want to revisit a fundamental conc ept or two from earlier in the day? Take advantage of this opportunity to get clarification from the attorneys before you wrap up for the day.
\n \n*Agenda subject to change
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\n\nYour Sacramento Faculty Attorneys with Freeland Cooper and Fore man
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Mark SchickmanMark Schickman Of Counse l
\n\nMark Schickman has been practicing employment and lab or law for 40 years. He has successfully litigated almost every type of em ployment case in the courts\, before juries and administrative agencies an d on appeal. He provides employment advice to employers across the country . He is also an experienced and effective litigator\, doing civil commerci al trial work before judges and juries. He speaks and writes on litigation and employment law nationally\, and has been quoted in legal and general circulation publications across the country. Mark is a member of the Ameri can Arbitration Association'\;s select panel of employment law arbitrat ors and is the Editor of the California Employment Law Letter.
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\n\n\n\nCat hleen YonaharaCathleen Yonahara Partner Cathlee n Yonahara concentrates her practice on employment and labor law. Cathleen has successfully represented employers in courts and before various gover nment agencies\, including the United States Equal Employment Opportunity Commission\, the California Department of Fair Employment and Housing\, an d the California Labor Commissioner. She has litigated all types of employ ment matters\, including claims of discrimination\, harassment\, failure t o accommodate\, retaliation\, wrongful termination\, breach of contract\, violation of California Family Rights Act\, misappropriation of trade secr ets\, and wage and hour violations. Cathleen also represents clients in co mmercial business disputes.
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\n\nPlease contact the event manager Marilyn (marilyn.b.turner@nyeventsl ist.com ) below for: - Multiple participant discounts - Price quotations o r visa invitation letters - Payment by alternate channels (PayPal\, check\ , Western Union\, wire transfers etc) - Event sponsorships NO REFUNDS ALLO WED ON REGISTRATIONS Service fees included in this listing. -------------- --------------------------------------------------- BUSINESS &\; LEGAL RESOURCES-BLR - New York Events List http://www.NyEventsList.com http://ww w.BostonEventsList.com http://www.SFBayEventsList.com -------------------- --------------------------------------------- MYL181204CEV
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