FMLA Self-Audits: Find and Fix Leave Problems and Processes - Including COVID-19
This FMLA Self-Audit webinar will teach how to,
- Recognize organizational non-compliance with the FMLA and how to address it
- Review and revise your FMLA policies and procedures and administer them confidently
- Head off and curb abuse of your leave policies
- The importance of understanding FMLA requirements
- What your audit should cover-FMLA recordkeeping, training, leave procedures, and more
- COVID-19 and FMLA
- What the DOL will look for during an FMLA investigation
- Documents
- Records of requests, notices, determinations, medical
- Certifications and e-certification
- Employer's FMLA Policy and Handbook
- Why training employees in FMLA compliance is a win/win for employees and employers. What to include in the training
- Why training Management and Supervisors in FMLA compliance is critical to avoiding FMLA problems. What to include in the training
- Reviewing your FMLA Policy
- The importance of FMLA-related correspondence
- How to ensure that you are following recertification guidelines properly
- Avoid FMLA Regs. prohibitions regarding interfering, restraining, denying, or retaliation in relation to an employee's FMLA rights
Overview of the webinar
Part of any comprehensive HR audit is auditing your organization's Family and Medical Leave Act (FMLA) practices. While auditing FMLA is time-consuming, it is worth the investment of time. Because of the Department of Labor (DOL) investigates your FMLA practices and finds them lacking in compliance, your company could be on the hook for high-priced penalties
Who should attend?
- HR Generalists
- HR Managers
- HR Directors
- HR Business Partner
- Managers
- Plant Managers
- Branch Managers
- Store Managers
- Management
- Administration
- Business Owners
- Plant Managers
- Department Managers
- Supervisors
- Risk Managers
- Benefit Specialists
- Controllers/ CFOs / Finance
- Payroll administrators
Why should you attend?
In defending regarding any compliance matter, a company's best defense lies in demonstrating it made “good-faith efforts” to comply with the law by establishing its practices and policies as prescribed by the relevant regulations. By conducting your own FMLA self-audit, an employer can correct problems before a DOL investigation or employee lawsuit arises. However, what should you be looking for? How do you get started? In addition, most importantly, what should you do if your FMLA audit reveals problems?
Faculty - Ms.Teri Morning
Teri Morning, MBA, MS, specializes in solving company “people problems.” Teri is the founder and President of Hindsight Human Resources. Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies. Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses. In addition to a MBA, Teri has a Master degree in Human Resource Development with a specialization in Conflict Management. Teri was certified by the State of Indiana in mediation skills. Teri is currently certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
