How to Use FMLA Forms to Your Advantage

The Family and Medical Leave Act is one of the most difficult (and frequently violated) employment law statutes. The statute is very employee friendly as it gives absolute job protection to those who qualify for leave under the FMLA. Most employees do not abuse these valuable rights but there are always some who want to play the system! The forms provided by the DOL such as the physician certification, etc., are a valuable tool employers can use to weed out those individuals who are determined to abuse the system. Are you using the physician certification form correctly to ensure that your employee truly has a serious health condition? When can you refuse to provide FMLA leave because the employee failed to provide the information you are entitled to know? This webinar will walk you through needed policies and procedures, your right to a certification, and more!

Learning Objectives:

• Utilizing a flow chart to determine FMLA eligibility
• What your FMLA policies must say
• The proper way to inform your employees of their obligation to provide a physician certification
• What the physician MUST tell you
• Authenticating and clarifying physician certifications
• Utilizing recertifications
• Utilizing forms and certifications to curb FMLA abuse
• Avoiding GINA issues when requesting medical information
• FMLA forms update

Who Will Benefit:

All governmental employers; all private employers with more than 50 employees; human resource professionals, benefits specialists

Speaker(s)

Susan Fahey Desmond

For more than 35 years, Susan Fahey Desmond has helped companies – hospitals, banks and credit unions, manufacturing companies, offshore oil companies, school districts, and others – minimize the cost and disruption of employment disputes. She defends wage and hour, wrongful discharge, non-compete, Family and Medical Leave (FMLA), and other claims. Clients seek her litigation counsel for age, sex, disability, race, religion, and sexual harassment discrimination lawsuits, as well as class actions. She helps employers dispute Equal Employment Opportunity Commission (EEOC) charges and other administrative complaints and navigate the administrative and judicial process. And, perhaps most importantly, she works with management and HR to resolve issues before they develop into contentious litigation.

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