12 Week FMLA Leave 2022 - FMLA Extension: When 12 Weeks Is Not Enough (Latest Updates)

Overview:
Many Employers are confused about what to do if an employee requests additional leave to manage their illness or their family member’s illnesses. Should Employers extend the unpaid leave on a case by case basis or should they limit those decisions across the board. Additionally, when does the ADA supersede FMLA? Is there reasonable accommodations that can be offered? Does the Employer risk violations when making these decisions?
LEARNING OBJECTIVES:
• How does the DOL manages FMLA extension requests?
• How should HR professionals manage FMLA extension requests?
• What about third-party administrators (TPA) if you out source your FMLA Administration?
• How does the ADA regulate decisions about reasonable accommodation requests?
• What policies should be in place to mitigate allegations of retaliation?
• What policy will decrease your risk when you integrate it with you Employee Handbook?
• What if you need to terminate an employee after they complete their 12 week FMLA Leave?
• How can the Employer protect themselves from hard decisions in rejecting FMLA extension requests?
WHO WILL BENEFIT?
• Employers with over 50 employees or close to 50 employees
• Small business owner
• HR professionals
• Compliance professionals
• Office Managers
• Supervisor/Managers
SPEAKER PROFILE:
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC,
For more detail, please click on this below link:
https://bit.ly/371rD80
Email: info-AT-247compliance.us
Tel: +1-661-336-9555
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