BEGIN:VCALENDAR VERSION:2.0 PRODID:icalendar-ruby CALSCALE:GREGORIAN BEGIN:VEVENT DTSTAMP:20240329T105801Z UID:39dce689-68b2-4058-9b8c-3ee04c329916 DTSTART:20210330T073000 DTEND:20210331T073000 CLASS:PRIVATE DESCRIPTION:
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\n\nOn-Site Seminar: Pasadena CA | Thursday\, March 28\, 2021
\n\nMorni ng Focus: Mastering FMLA/CFRA Fundamentals Afternoon Focus: FMLA Complianc e Scenarios and Case Studies for Real-World Application
\n\nThink em ployee leave management is a one-time policy issue? Be careful! New and co nfusing regulations\, conflicting court decisions\, and increasing employe e 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 '\;s Employment Law Letter has crafted a cost-effective and engaging so lution: 2021 FMLA/CFRA Master Class: California Advanced Skills for Employ ee Leave Management This intensive day-long workshop provides the comprehe nsive knowledge you need to master real-life issues. Experienced attorneys will provide substantive instruction on fundamental FMLA compliance princ iples in light of new and existing regulations\, court rulings\, and appli cation of this far-reaching law. You&rsquo\;ll engage with your instructor s and your peers\, solving challenges you face day in and day out concerni ng intermittent leave\, return to work\, employee performance\, and much m ore.
\n\nThis event teaches employee leave management essentials whi le instilling the confidence you need to make the right coverage calls\, c ontrol abuse and fraud\, answer the toughest questions from employees and your executive colleagues\, and avoid the expensive missteps that have dev astated other employers.
\n\nYou&rsquo\;ll enhance your advanced-pra ctitioner skill set when you attend this satisfaction-guaranteed event and learn:
\n\nHow to judge a &ldquo\;serious health cond ition&rdquo\; the way a real judge would\, and eliminate disputes about wh at does and doesn&rsquo\;t constitute it
\nThe lates t FMLA revisions\, so you don&rsquo\;t risk noncompliance
\nWhat recent FMLA court decisions really mean\, so you can adjust y our policies accordingly
\n \nWhy FMLA recordkeeping co ntinues to trip up even the savviest human resource managers\, and some so lutions to avoid similar mistakes
\nHow to tame the intermittent leave and reduced schedule beasts\, and put a stop to abuse a nd fraud
\nHow FMLA\, ADA\, and state workers&rsquo\ ; comp laws overlap\, so you can avoid violations
\nAnd more!
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\n\nMaster Class Agenda
\n\nRegistration 7:30 &ndash\; 8:30 a.m.
\n\nP art I&mdash\;Mastering FMLA/CFRA Essentials
\n\nFMLA/CFRA Eligibilit y: Granting Leave When It&rsquo\;s Due and Getting It Right 8:30 a.m. &nda sh\; 9:00 a.m. Could you be missing critical first steps in managing FMLA leave&mdash\;determining employee eligibility? A defined\, consistent proc ess helps you not only deny leave when employees don&rsquo\;t qualify\, yo u&rsquo\;ll grant leave for a period that is reasonable and necessary when they do. In this opening session\, gain new insights on eligibility deter minations and recent trends and developments affecting leave. You&rsquo\;l l be armed to adjust policies and practices in 2021 to ensure compliance w ith the changing regulatory\, legal\, and practical landscape. You&rsquo\; ll learn:
\n\nHow to determine FMLA eligibility quickly and easily H ow the FMLA rules and related court decisions define who qualifies as a co vered family member How to coordinate leave for workers caring for adult c hildren Rules related to determining in loco parentis status How to coordi nate state and federal leave when definitions of &ldquo\;covered family me mber&rdquo\; differ
\n\nManaging Serious Health Conditions and Medic al Certifications 9:00 a.m. &ndash\; 10:00 a.m. At the heart of many FMLA leave requests is the serious health condition. The regulations do offer s ome guidance and allow you to require medical certification\, yet there ar e a multitude of reasons for needing time off. Assessing those reasons req uires keen judgment\, and this session will show you how to make the right call. You&rsquo\;ll learn about:
\n\nIllnesses and injuries that ma y be serious health conditions -- even though the regulations say they gen erally aren&rsquo\;t How many health conditions it takes to be &ldquo\;ser ious&rdquo\; What to do if a medical certification is incomplete or unclea r Your options if an employee or doctor doesn&rsquo\;t cooperate with obta ining the required certifications When you may require employees to provid e recertification of a serious health condition The &ldquo\;do&rsquo\;s an d don&rsquo\;ts&rdquo\; of return-to-work certifications
\n\nBreak 1 0:00 a.m. &ndash\; 10:15 a.m.
\n\nMeeting FMLA/CFRA Deadlines: Notif ication\, Curbing Abuse\, and Preventing Claims 10:15 a.m. &ndash\; 11:00 a.m. FMLA is ruled by deadlines for giving and receiving information\, for measuring how much leave has been taken\, and for determining how much le ave employees have remaining in a given year. A good grasp of timing rules &mdash\;and learning how to monitor other key areas of FMLA usage&mdash\;c an help you prevent abuse of FMLA entitlements and fend off litigation. Th is session covers:
\n\nHow to give the four kinds of FMLA notices&md ash\;on time and on point What to do if an employee refuses FMLA designati on Selecting the best type of FMLA leave year for your organization Counti ng holidays that fall during leave Rules regarding &ldquo\;making up&rdquo \; FMLA leave Handling suspected FMLA abuse without running afoul of the l aw How to manage employee leave without risking claims of interference How to legally discharge employees who are on or just returned from FMLA leav e
\n\nMastering Tough FMLA/CFRA Issues 11:00 a.m. &ndash\; 12:15 p.m . It&rsquo\;s one thing to understand FMLA rules\, but another thing entir ely to apply them in the real world. For example\, intermittent leave seem s pretty straightforward\, but what about temporary light-duty positions a nd fluctuating work schedules? Reinstatement after leave? How do you handl e an investigation by DOL? This session will show you:
\n\nHow to ma nage intermittent and reduced schedule leave How to handle leave duration How to calculate leave for fluctuating work schedules Rules on substitutio n of various types of paid leave for FMLA leave When employees have job re instatement rights and when they do not Tips on how to effectively manage an FMLA investigation by the DOL
\n\nNetworking Power Lunch (meal in cluded with your registration) 12:15 p.m. &ndash\; 1:15 p.m.
\n\nAll Together Now: Coordinating FMLA with ADA\, Workers&rsquo\; Comp\, and Sta te Family Leave Laws 1:15 p.m. &ndash\; 2:30 p.m. FMLA seems pretty compre hensive\, but it&rsquo\;s not the only law that applies when employees nee d time off for their own serious health condition\, to care for a family m ember\, or for other reasons. You need to know when other laws create diff erent obligations&mdash\;and how their requirements work in tandem with FM LA. In this session we&rsquo\;ll cover:
\n\nHow FMLA and ADA interac t Why FMLA serious health conditions are more likely to qualify as disabil ities under the ADAAA When you should offer leave as a reasonable accommod ation under the ADA\, including a discussion of ADA leave cases and agency guidance How to offer accommodations other than leave without violating F MLA When you can require employees to take FMLA leave concurrently with wo rkers&rsquo\; comp leave Recent developments in state leave laws\, includi ng paid sick leave\, family leave\, pregnancy accommodation\, and other tr ends
\n\nBreak 2:30 p.m. &ndash\; 2:45 p.m.
\n\nPart II&mdash\ ;Intensive Workshop Addressing the Real-Life Application of FMLA/CFRA Rule s\, DOL/DFEH Regulations\, and Court Rulings
\n\nApplying Your Knowl edge 2:45 p.m. &ndash\; 4:00 p.m. In this highly interactive portion of th e 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 seasoned of HR practitioners. You&rsquo\;ll discu ss case-studies with the lawyers and fellow attendees to determine the cor rect course of action\, based on the facts and FMLA compliance principles.
\n\nRecent court rulings\, long-standing precedent\, DOL interpreta tions\, opinion letters\, and regulations&mdash\;as well as the trainers&r squo\; own experiences in advising clients&mdash\;are interwoven into this engaging afternoon workshop to provide actionable guidance on tricky FMLA challenges facing HR and employers in 2021. We&rsquo\;ll dive deep into:< /p>\n\n
1. Medical certifications and what to do when:
\n\nCertifi cation submitted by employee is not sufficient Employee does not return th e certification Employee refuses to update the certification if need for l eave changes Employee does not submit fitness-for-duty certification at en d of leave
\n\n2. Intermittent leave
\n\nCertification of need for intermittent leave Specific information on when leave is needed\, exp ected frequency and duration What to do if an employee uses more leave tha n expected Abuse of intermittent leave (Mondays and Fridays\, before and a fter holidays)
\n\n3. Reduced schedule leave
\n\nCertification and specific information on reduced hours\, expected duration Updating ce rtification Tracking leave time
\n\n4. FMLA during holidays and shut downs
\n\nHow to count FMLA leave during holidays Administering FMLA leave during extended plant or office shutdowns Determining whether an em ployee on FMLA leave during 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 a re taken Addressing performance issues that arise during intermittent or r educed schedule leave Addressing performance issues discovered while an em ployee is on leave Reductions in force while employee is on FMLA leave
\n\n6. Return to work&mdash\;what to do if an employee is:
\n\nNo t able to return to work at end of leave (ADA considerations) Cleared to r eturn to work with restrictions Temporarily unable to perform essential fu nctions Unable to perform essential functions in the long-term
\n\nF inal Questions and Closing 4:00 p.m. &ndash\; 4:30 p.m. Have lingering que stions about points raised during this intensive FMLA workshop or want to revisit a fundamental concept or two from earlier in the day? Take advanta ge 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\nDanielle Moore Partner Fisher Phillips Danielle Moore is a partner in the firm'\;s San Diego office\, chairs the firm&rsquo\; s Development Committee and co-chairs the Fisher Phillips firm-wide Women& #39\;s Initiative and Leadership Council.
\n\nShe represents and cou nsels employers in all aspects of labor and employment law\, including emp loyment discrimination\, wrongful termination\, harassment\, retaliation\, and wage-hour class action lawsuits\, as well as employment handbook and personnel policy preparation\, and general preventive advice including hir ing\, discipline and termination practices. Danielle has experience litiga ting matters in state and federal courts\, state administrative tribunals\ , and in arbitration.
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\n\nPlease contact the event manager Marilyn (marilyn.b.turner@nyeventslist.com ) below for: - M ultiple participant discounts - Price quotations or visa invitation letter s - Payment by alternate channels (PayPal\, check\, Western Union\, wire t ransfers etc) - Event sponsorships NO REFUNDS ALLOWED ON REGISTRATIONS Ser vice fees included in this listing. -------------------------------------- --------------------------- BUSINESS &\; LEGAL RESOURCES-BLR - New York Events List http://www.NyEventsList.com http://www.BostonEventsList.com h ttp://www.SFBayEventsList.com -------------------------------------------- --------------------- MYL190213CEV
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