2019 - Strategies for Managing FMLA Abuse & Catching the 'FMLA Gamers' Who Are Manipulating the System

OVERVIEW
Let's face it; HR has a lot to manage today when it comes to compliance. However, managing FMLA and specifically employees' abuse of intermittent leave under the FMLA is at the top of the list of HR challenges. Today, it isn't uncommon for employees to game the system by "calling in FMLA" for just 15 minutes to avoid a written warning for tardiness. And, it also isn't uncommon for employees to call in sick; yet, post photos and comments on social media about how they are enjoying their "day off." This is frustrating for everyone else back at work to see how the "gamers" are getting away with these types of abuses. So, what is HR to do?
Even though the FMLA regulations are complex and there are ways that employees can manipulate their leave time, it doesn't mean there aren't ways to combat the "gamers." This training session will help you understand some of the basic compliance obligations under the FMLA, changes to the law that have given more leverage to employees-and how to investigate potential abuse and fraud cases.
LEARNING OBJECTIVES
Identify employer obligations under the Family and Medical Leave Act
Recognize the most common abuses of FMLA and why it's happening
Develop strategies for helping managers identify the "red flags" of FMLA abuse
Changes to the FMLA that give employers leverage in managing abuse
Company policies you must have in place to effectively manage FMLA leave-and abusers of leave
Determine how to leverage your internal resources to prevent FMLA abuse
Identify individuals you need to involve in an internal investigation
Recognize the basic steps in how to conduct an effective investigation and how to acquire physical, documentary, and testimonial evidence
How to take effective steps for managing FMLA abuse investigations
Recognize the risks in just getting testimonial evidence to support an FMLA abuse case
How to evaluate investigative findings and prepare a report that is court-ready
WHY SHOULD YOU ATTEND
It is unfortunate that HR professionals actually have to manage abuse of employee leave - but it is a reality, as more and more employees utilize the FMLA as a means to avoid disciplinary action for poor attendance and tardiness. But what can HR do? Well, a lot.
Even though the FMLA regulations are complex, confusing, and present loopholes that are easy to exploit, companies should not be reluctant to deny leave or terminate troublesome employees for fear of being sued.
Attend the session to identify exactly what you can do – and how to take decisive action in even the most delicate situations.
WHO WILL BENEFIT?
HR Generalists
HR Managers
HR Directors
HR Vice Presidents
Employee Relations Managers
Labor Relations Managers
Employee Benefit Specialists
FMLA Coordinators
FMLA Leave Managers HR Professionals
FMLA and Leave Management Coordinators
SPEAKER
Natalie Ivey, MBA, SPHR, SHRM-SCP is President and CEO of Results Performance Consulting, Inc., (Rpchr.com) a company she founded in 2002. Ms. Ivey is an HR consultant, professional speaker, author, and educator within the HR profession.
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