BEGIN:VCALENDAR VERSION:2.0 PRODID:icalendar-ruby CALSCALE:GREGORIAN BEGIN:VEVENT DTSTAMP:20240328T113635Z UID:3e6017bd-6a54-45a7-96f2-9666c11e2afc DTSTART:20201204T073000 DTEND:20201205T073000 CLASS:PRIVATE DESCRIPTION:
Think employee leave managem ent is a one-time policy issue? Be careful! New and confusing regulations\ , conflicting court decisions\, and increasing employee abuse of FMLA/CFRA protections means family and medical leave will remain one of HR&rsquo\;s biggest management headaches.
\n\nTo help you master your obligatio ns and avoid costly penalties\, the publisher of your state'\;s Employm ent Law Letter has crafted a cost-effective and engaging solution: 2020 FM LA/CFRA Master Class Advanced Skills for Employee Leave Management in Cali fornia. This intensive day-long workshop provides the comprehensive knowle dge you need to master real-life issues. Experienced attorneys will provid e substantive instruction on fundamental FMLA compliance principles in lig ht of new and existing regulations\, court rulings\, and application of th is far-reaching law. You&rsquo\;ll engage with your instructors and your p eers\, solving challenges you face day in and day out concerning intermitt ent leave\, return to work\, employee performance\, and much more.
\n\nThis event teaches employee leave management essentials while instillin g the confidence you need to make the right coverage calls\, control abuse and fraud\, answer the toughest questions from employees and your executi ve colleagues\, and avoid the expensive missteps that have devastated othe r employers.
\n\nYou&rsquo\;ll enhance your advanced-practitioner sk ill set when you attend this satisfaction-guaranteed event and learn:
\ n\nHow to judge a &ldquo\;serious health condition&rdquo\; the way a re
al judge would\, and eliminate disputes about what does and doesn&rsquo\;t
constitute it \;
\nThe latest FMLA/CFRA revisions\, so you don&r
squo\;t risk noncompliance \;
\nWhat recent FMLA/CFRA court decis
ions really mean\, so you can adjust your policies accordingly \;
\nWhy FMLA/CFRA recordkeeping continues to trip up even the savviest huma
n resource managers\, and some solutions to avoid similar mistakes \;<
br />\nHow to tame the intermittent leave and reduced schedule beasts\, an
d put a stop to abuse and fraud \;
\nHow FMLA/CFRA\, ADA\, and st
ate workers&rsquo\; comp laws overlap\, so you can avoid violations \;
\nAnd more!
Registration \;
\n7:30 a.m. &ndash\; 8:30 a.m.
Part I&mdash\;Mastering FMLA Essentials
\n \nFMLA/CFRA Eligibility: Granting FMLA/CFRA Leave When It&rsquo\;s Due
and Getting It Right
\n8:30 a.m. &ndash\; 9:00 a.m. \;
\nCou
ld you be missing critical first steps in managing FMLA/CFRA leave&mdash\;
determining employee eligibility? A defined\, consistent process helps you
not only deny leave when California workers don&rsquo\;t qualify\, you&rs
quo\;ll grant leave for a period that is reasonable and necessary when the
y do. In this opening session\, gain new insights on eligibility determina
tions and recent trends and developments affecting leave. You&rsquo\;ll be
armed to adjust policies and practices in 2020 to ensure compliance with
the changing regulatory\, legal\, and practical landscape:
How t
o determine FMLA/CFRA eligibility quickly and easily
\nHow leave rule
s and recent court decisions define who qualifies as a covered family memb
er
\nHow to coordinate leave for workers caring for adult children
\nThe rules for determining in loco parentis status
\nHow to coord
inate leave when CFRA and FMLA differ
Managing Serious Health Co
nditions and Medical Certifications \;
\n9:00 a.m. &ndash\; 10:00
a.m.
\nAt the heart of many FMLA/CFRA leave requests is the serious
health condition. The regulations do offer some guidance and allow you to
require medical certification\, yet there are a multitude of reasons for n
eeding time off. Assessing those reasons requires keen judgment\, and this
session will show you how to make the right call.
\nYou&rsquo\;ll le
arn about:
Illnesses and injuries that may be serious health con
ditions &mdash\; even though the regulations say they generally aren&rsquo
\;t
\nHow many health conditions it takes to be &ldquo\;serious&rdquo
\;
\nWhat to do if a medical certification is incomplete or unclear\nYour options if an employee or doctor doesn&rsquo\;t cooperate with
obtaining the required certifications
\nWhen you may require employee
s to provide recertification of a serious health condition
\nThe &ldq
uo\;do&rsquo\;s and don&rsquo\;ts&rdquo\; of return-to-work certifications
Break
\n10:00 a.m. &ndash\; 10:15 a.m.
Meeting F
MLA/CFRA Deadlines: Notification\, Curbing Abuse\, and Preventing Claims\n10:15 a.m. &ndash\; 11:00 a.m. \;
\nFMLA and CFRA are ruled
by deadlines for giving and receiving information\, for measuring how muc
h leave has been taken\, and for determining how much leave employees have
remaining in a given year. A good grasp of timing rules&mdash\;and learni
ng how to monitor other key areas of FMLA/CFRA usage&mdash\;can help you p
revent abuse and fend off litigation. This session covers:
DFEH&
rsquo\;s required posters for CFRA and PDL
\nHow to give the notices
required under FMLA and CFRA&mdash\;on time and on point
\nWhat to do
if an employee refuses FMLA/CFRA designation
\nSelecting the best ty
pe of FMLA/CFRA leave year for your organization
\nCounting holidays
that fall during leave
\nRules for &ldquo\;making up&rdquo\; FMLA/CFR
A leave
\nHandling suspected FMLA/CFRA abuse without running afoul of
the law
\nHow to manage employee leave without risking claims of int
erference
\nHow to legally discharge employees who are on or just ret
urned from FMLA/CFRA leave
Mastering Tough FMLA/CFRA Issues 
\;
\n11:00 a.m.&ndash\; 12:15 p.m.
\nIt&rsquo\;s one thing to un
derstand FMLA/CFRA rules\, but another thing entirely to apply them in the
real world. For example\, intermittent leave seems pretty straightforward
\, but what about temporary light-duty positions and fluctuating work sche
dules? Reinstatement after leave? How do you handle an investigation by DO
L or DFEH? This session will show you:
How to manage intermitten
t and reduced schedule leave
\nHow to handle leave duration
\nHo
w to calculate leave for fluctuating work schedules
\nThe rules on su
bstitution of various types of paid leave for FMLA/CFRA leave
\nWhen
employees have job reinstatement rights and when they do not
\nTips o
n how to effectively manage an investigation by the DOL or DFEH
Networking Power Lunch (meal included with your registration)
\n12:15
p.m. &ndash\; 1:15 p.m.
All Together Now: Coordinating FMLA wit
h ADA\, Workers&rsquo\; Comp\, and State Leave Laws
\n1:15 p.m. &ndas
h\; 2:30 p.m.
\nFMLA isn&rsquo\;t the only law that applies when empl
oyees need time off for their own serious health condition\, to care for a
family member\, or for other reasons. Learn when other laws create differ
ent obligations&mdash\;and how their requirements work in tandem with FMLA
. In this session\, we&rsquo\;ll cover:
How the FMLA and CFRA di
ffer on pregnancy leave and how they interact with PDL
\nWhy FMLA ser
ious health conditions are more likely to qualify as disabilities under th
e ADAAA and FEHA
\nWhen you should offer leave as a reasonable accomm
odation under the ADA/FEHA
\nHow to offer accommodations other than l
eave without violating the FMLA/CFRA
\nWhen you can require employees
to take FMLA/CFRA leave concurrently with workers&rsquo\; comp leave
\nWhat kind of benefits Paid Family Leave (PFL) provides and when it come
s into play
\nEmployers&rsquo\; rights and obligations under the patc
hwork of paid sick leave laws in California
\nHow the state Kin Care
law affects employee leave
\nAdditional developments in California le
ave law\, such as the New Parent Leave Act\, effective January 1\, 2020
Break
\n2:30 p.m. &ndash\; 2:45 p.m.
Pa rt II&mdash\;Intensive Workshop Addressing the Real-Life Application of FM LA/CFRA Rules\, DOL/DFEH Regulations\, and Court Rulings
\n\nApplying Your Knowledge
\n2:45 p.m. &ndash\; 4:00 p.m.
\n
In this highly interactive portion of the FMLA Master Class\, your faculty
of labor and employment attorneys will walk you through a series of scena
rios illustrating real-life FMLA and CFRA issues that stump even the most
seasoned of HR practitioners. You&rsquo\;ll discuss case-studies with the
lawyers and fellow attendees to determine the correct course of action\, b
ased on the facts and FMLA compliance principles.
Recent court r ulings\, long-standing precedent\, DOL interpretations\, opinion letters\, and regulations&mdash\;as well as the trainers&rsquo\; own experiences in advising clients&mdash\;are interwoven into this engaging afternoon works hop to provide actionable guidance on tricky FMLA/CFRA challenges facing C alifornia employers in 2020. We&rsquo\;ll dive deep into:
\n\n1. Medical certifications and what to do when:
Certification submitted by employee is not sufficient
\nEmployee d
oes not return the certification
\nEmployee refuses to update the cer
tification if need for leave changes
\nEmployee does not submit fitne
ss-for-duty certification at end of leave
2. Intermi ttent leave
\n\nCertification of need for intermittent
leave
\nSpecific information on when leave is needed\, expected freq
uency and duration
\nWhat to do if an employee uses more leave than e
xpected
\nAbuse of intermittent leave (Mondays and Fridays\, before a
nd after holidays)
3. Reduced schedule leave
\n\nCertification and specific information on reduced hours\,
expected duration
\nUpdating certification
\nTracking leave tim
e
4. FMLA/CFRA during holidays and shutdowns
\n\nHow to count FMLA/CFRA leave during holidays
\nAdmin
istering FMLA/CFRA leave during extended plant or office shutdowns
\n
Determining whether an employee on FMLA/CFRA leave during holidays is enti
tled to holiday pay
5. Addressing performance issues that arise prior to the request for leave
\n\nWhat to
do when an employee requests FMLA/CFRA leave in the midst of the discipli
nary process or just before discipline or termination steps are taken
\nAddressing performance issues that arise during intermittent or reduced
schedule leave
\nAddressing performance issues discovered while an e
mployee is on leave
\nReductions in force while employee is on FMLA/C
FRA leave
6. Return to work&mdash\;what to do if an employee is:
\n\nNot able to return to work at end of
leave (ADA/FEHA considerations)
\nCleared to return to work with rest
rictions
\nTemporarily unable to perform essential functions
\nU
nable to perform essential functions in the long-term
Employer coverage and employee eligibility under PDL
\nWhe
n FMLA can run concurrently with PDL or CFRA leave
Final Questio
ns and Closing
\n4:00 p.m. &ndash\; 4:30 p.m.
\nHave lingering q
uestions about points raised during this intensive FMLA/CFRA workshop or w
ant to revisit a fundamental concept or two from earlier? Take advantage o
f this opportunity to get clarification from the attorneys before we wrap
up for the day.
Danielle Moore
\nPartner
Attorney Danielle H. Moore is the chair of the firm&rsquo\;s Women &rsquo\;s Initiative and Leadership Council. She represents and counsels e mployers in all aspects of labor and employment law\, including employment discrimination\, wrongful termination\, workplace harassment\, retaliatio n\, unfair competition and wage-hour lawsuits\, employment handbook and pe rsonnel policy preparation\, and general preventive advice including hirin g\, discipline and termination practices. Ms. Moore as experience litigati ng matters in state and federal courts\, state administrative tribunals\, such as the Fair Employment and Housing Commission\, and in arbitration. S he regularly conducts management training and lectures on labor and employ ment issues. Danielle also teaches an employment law course at San Diego S tate University&rsquo\;s College of Extended Studies and serves on the Hum an Resources Advisory Board for the College. Ms. Moore was selected as one of SD Metro&rsquo\;s 40 Under 40 for 2013. The award honors the top 40 bu siness people in San Diego under the age of 40. She was also selected as a San Diego County Top Attorney for 2020 in the Labor/Employment practice c ategory and was chosen as one of the Best of the Bar in 2020 for Labor &am p\; Employment. Danielle is "\;AV"\; Peer Review Rated Preeminent by Martindale-Hubbell.
\n\nCREDIT INFORMATION: BLR is a recognized p rovider of recertification credits. HR Certification Institute®\; pre-a pproved this program for 11.0 HR California credit towards aPHR&trade\;\, PHR®\;\, PHRca®\;\, SPHR®\;\, GPHR®\;\, PHRi&trade\; and SPHRi &trade\; recertification (and up to 16.5 general credit hours if you atten d two pre-conference workshops). For more information about certification or recertification\, please visit the HR Certification Institute website a t www.hrci.org.
\n\nBusiness &\; Legal Resources (BLR) is recogni zed by SHRM to offer Professional Development Credits (PDCs) for the SHRM- CP or SHRM-SCP. This program is valid for 11.0 PDCs for the SHRM-CP or SHR M-SCP (and up to 16.5 general credit hours if you attend two pre-conferenc e workshops). For more information about certification or recertification\ , please visit the SHRM Certification website at www.shrm.org/certificatio n.
\n\nThis program has been approved for MCLE recertification credi t.
\n\nPlease contact the event manager Marilyn (marilyn.b.turner(at
)nyeventslist.com ) below for:
\n- Multiple participant discounts
\n- Price quotations or visa invitation letters
\n- Payment by alte
rnate channels (PayPal\, check\, Western Union\, wire transfers etc)
\n- Event sponsorships
NO REFUNDS ALLOWED ON REGISTRATIONS
\nService fees included in this listing.
\n--------------------------
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\nThis event is brought to yo
u by:
\nBusiness &\; Legal Resources - NewYorkEventsList
\nht
tp://www.NyEventsList.com
\nhttp://www.BostonEventsList.com
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tp://www.SFBayEventsList.com
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