BEGIN:VCALENDAR VERSION:2.0 PRODID:icalendar-ruby CALSCALE:GREGORIAN BEGIN:VEVENT DTSTAMP:20240329T005859Z UID:b65f0753-3517-40a7-b697-dc7e73895e20 DTSTART:20201204T073000 DTEND:20201205T073000 CLASS:PRIVATE DESCRIPTION:
Afternoon Focus: FMLA Compliance Scenarios and Case Studies for Real-World Application
\n\nThink employee leave man agement is a one-time policy issue? Be careful! New and confusing regulati ons\, conflicting court decisions\, and increasing employee abuse of FMLA/ CFRA protections means family and medical leave will remain one of HR&rsqu o\;s biggest management headaches.
\n\nTo help you master your oblig ations and avoid costly penalties\, the publisher of your state'\;s Emp loyment Law Letter has crafted a cost-effective and engaging solution: 202 0 FMLA/CFRA Master Class Advanced Skills for Employee Leave Management in California. This intensive day-long workshop provides the comprehensive kn owledge you need to master real-life issues. Experienced attorneys will pr ovide substantive instruction on fundamental FMLA compliance principles in light of new and existing regulations\, court rulings\, and application o f this far-reaching law. You&rsquo\;ll engage with your instructors and yo ur peers\, solving challenges you face day in and day out concerning inter mittent leave\, return to work\, employee performance\, and much more.
\n\nThis event teaches employee leave management essentials while insti lling the confidence you need to make the right coverage calls\, control a buse and fraud\, answer the toughest questions from employees and your exe cutive colleagues\, and avoid the expensive missteps that have devastated other employers.
\n\nYou&rsquo\;ll enhance your advanced-practitione r skill set when you attend this satisfaction-guaranteed event and learn:< /p>\n\n
How to judge a &ldquo\;serious health condition&rdquo\; the way
a real judge would\, and eliminate disputes about what does and doesn&rsqu
o\;t constitute it \;
\nThe latest FMLA/CFRA revisions\, so you d
on&rsquo\;t risk noncompliance \;
\nWhat recent FMLA/CFRA court d
ecisions really mean\, so you can adjust your policies accordingly \;<
br />\nWhy FMLA/CFRA recordkeeping continues to trip up even the savviest
human resource managers\, and some solutions to avoid similar mistakes&nbs
p\;
\nHow to tame the intermittent leave and reduced schedule beasts\
, and put a stop to abuse and fraud \;
\nHow FMLA/CFRA\, ADA\, an
d state workers&rsquo\; comp laws overlap\, so you can avoid violations&nb
sp\;
\nAnd more!
Registration \;
\n7:30 a.m. &ndash\; 8:30 a.m.
< em>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. \;
\nCould y
ou be missing critical first steps in managing FMLA/CFRA leave&mdash\;dete
rmining employee eligibility? A defined\, consistent process helps you not
only deny leave when California workers don&rsquo\;t qualify\, you&rsquo\
;ll grant leave for a period that is reasonable and necessary when they do
. In this opening session\, gain new insights on eligibility determination
s and recent trends and developments affecting leave. You&rsquo\;ll be arm
ed to adjust policies and practices in 2020 to ensure compliance with the
changing regulatory\, legal\, and practical landscape:
How to de
termine FMLA/CFRA eligibility quickly and easily
\nHow leave rules an
d recent court decisions define who qualifies as a covered family member\nHow to coordinate leave for workers caring for adult children
\
nThe rules for determining in loco parentis status
\nHow to coordinat
e leave when CFRA and FMLA differ
Managing Serious Health Condit
ions and Medical Certifications \;
\n9:00 a.m. &ndash\; 10:00 a.m
.
\nAt the heart of many FMLA/CFRA leave requests is the serious heal
th condition. The regulations do offer some guidance and allow you to requ
ire medical certification\, yet there are a multitude of reasons for needi
ng time off. Assessing those reasons requires keen judgment\, and this ses
sion will show you how to make the right call.
\nYou&rsquo\;ll learn
about:
Illnesses and injuries that may be serious health conditi
ons &mdash\; even though the regulations say they generally aren&rsquo\;t<
br />\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 obta
ining the required certifications
\nWhen you may require employees to
provide recertification of a serious health condition
\nThe &ldquo\;
do&rsquo\;s and don&rsquo\;ts&rdquo\; of return-to-work certifications
Break
\n10:00 a.m. &ndash\; 10:15 a.m.
Meeting FMLA/
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 much le
ave has been taken\, and for determining how much leave employees have rem
aining in a given year. A good grasp of timing rules&mdash\;and learning h
ow to monitor other key areas of FMLA/CFRA usage&mdash\;can help you preve
nt abuse and fend off litigation. This session covers:
DFEH&rsqu
o\;s required posters for CFRA and PDL
\nHow to give the notices requ
ired under FMLA and CFRA&mdash\;on time and on point
\nWhat to do if
an employee refuses FMLA/CFRA designation
\nSelecting the best type o
f FMLA/CFRA leave year for your organization
\nCounting holidays that
fall during leave
\nRules for &ldquo\;making up&rdquo\; FMLA/CFRA le
ave
\nHandling suspected FMLA/CFRA abuse without running afoul of the
law
\nHow to manage employee leave without risking claims of interfe
rence
\nHow to legally discharge employees who are on or just returne
d from FMLA/CFRA leave
Mastering Tough FMLA/CFRA Issues \;\n11:00 a.m.&ndash\; 12:15 p.m.
\nIt&rsquo\;s one thing to unders
tand FMLA/CFRA rules\, but another thing entirely to apply them in the rea
l world. For example\, intermittent leave seems pretty straightforward\, b
ut what about temporary light-duty positions and fluctuating work schedule
s? Reinstatement after leave? How do you handle an investigation by DOL or
DFEH? This session will show you:
How to manage intermittent an
d reduced schedule leave
\nHow to handle leave duration
\nHow to
calculate leave for fluctuating work schedules
\nThe rules on substi
tution of various types of paid leave for FMLA/CFRA leave
\nWhen empl
oyees have job reinstatement rights and when they do not
\nTips on ho
w to effectively manage an investigation by the DOL or DFEH
Netw
orking Power Lunch (meal included with your registration)
\n12:15 p.m
. &ndash\; 1:15 p.m.
All Together Now: Coordinating FMLA with AD
A\, Workers&rsquo\; Comp\, and State Leave Laws
\n1:15 p.m. &ndash\;
2:30 p.m.
\nFMLA isn&rsquo\;t the only law that applies when employee
s need time off for their own serious health condition\, to care for a fam
ily member\, or for other reasons. Learn when other laws create different
obligations&mdash\;and how their requirements work in tandem with FMLA. In
this session\, we&rsquo\;ll cover:
How the FMLA and CFRA differ
on pregnancy leave and how they interact with PDL
\nWhy FMLA serious
health conditions are more likely to qualify as disabilities under the AD
AAA and FEHA
\nWhen you should offer leave as a reasonable accommodat
ion under the ADA/FEHA
\nHow to offer accommodations other than leave
without violating the FMLA/CFRA
\nWhen you can require employees to
take FMLA/CFRA leave concurrently with workers&rsquo\; comp leave
\nW
hat kind of benefits Paid Family Leave (PFL) provides and when it comes in
to play
\nEmployers&rsquo\; rights and obligations under the patchwor
k of paid sick leave laws in California
\nHow the state Kin Care law
affects employee leave
\nAdditional developments in California leave
law\, such as the New Parent Leave Act\, effective January 1\, 2020
Break
\n2:30 p.m. &ndash\; 2:45 p.m.
Part I I&mdash\;Intensive Workshop Addressing the Real-Life Application of FMLA/C FRA Rules\, DOL/DFEH Regulations\, and Court Rulings
\n\nApplying Your Knowledge
\n2:45 p.m. &ndash\; 4:00 p.m.
\nIn t
his highly interactive portion of the FMLA Master Class\, your faculty of
labor and employment attorneys will walk you through a series of scenarios
illustrating real-life FMLA and CFRA issues that stump even the most seas
oned of HR practitioners. You&rsquo\;ll discuss case-studies with the lawy
ers and fellow attendees to determine the correct course of action\, based
on the facts and FMLA compliance principles.
Recent court rulin gs\, long-standing precedent\, DOL interpretations\, opinion letters\, and regulations&mdash\;as well as the trainers&rsquo\; own experiences in adv ising clients&mdash\;are interwoven into this engaging afternoon workshop to provide actionable guidance on tricky FMLA/CFRA challenges facing Calif ornia employers in 2020. We&rsquo\;ll dive deep into:
\n\n1. Medical certifications and what to do when:
\n\nCertificat
ion submitted by employee is not sufficient
\nEmployee does not retur
n the certification
\nEmployee refuses to update the certification if
need for leave changes
\nEmployee does not submit fitness-for-duty c
ertification at end of leave
2. Intermittent leave
\n\nCertification of need for intermittent leave
\nSpecific
information on when leave is needed\, expected frequency and duration
\nWhat to do if an employee uses more leave than expected
\nAbuse o
f intermittent leave (Mondays and Fridays\, before and after holidays)
3. Reduced schedule leave
\n\nCertification
and specific information on reduced hours\, expected duration
\nUpdat
ing certification
\nTracking leave time
4. FMLA/CFR A during holidays and shutdowns
\n\nHow to count FMLA/CFRA
leave during holidays
\nAdministering FMLA/CFRA leave during extended
plant or office shutdowns
\nDetermining whether an employee on FMLA/
CFRA leave during holidays is entitled to holiday pay
5. Addressing performance issues that arise prior to the request for leave strong>
\n\nWhat to do when an employee requests FMLA/CFRA leave in
the midst of the disciplinary process or just before discipline or termina
tion steps are taken
\nAddressing performance issues that arise durin
g intermittent or reduced schedule leave
\nAddressing performance iss
ues discovered while an employee is on leave
\nReductions in force wh
ile employee is on FMLA/CFRA leave
6. Return to work&mda sh\;what to do if an employee is:
\n\nNot able to return to
work at end of leave (ADA/FEHA considerations)
\nCleared to return t
o work with restrictions
\nTemporarily unable to perform essential fu
nctions
\nUnable to perform essential functions in the long-term
7. FMLA\, CFRA\, and PDL&mdash\;and how they work together strong>
\n\nEmployer coverage and employee eligibility under PDL
\nWhen FMLA can run concurrently with PDL or CFRA leave
Final
Questions and Closing
\n4:00 p.m. &ndash\; 4:30 p.m.
\nHave ling
ering questions about points raised during this intensive FMLA/CFRA worksh
op or want to revisit a fundamental concept or two from earlier? Take adva
ntage of this opportunity to get clarification from the attorneys before w
e wrap up for the day.
Danielle Moore
\nPartner
Attorney Danielle H. Moore is the chair of the fir m&rsquo\;s Women&rsquo\;s Initiative and Leadership Council. She represent s and counsels employers in all aspects of labor and employment law\, incl uding employment discrimination\, wrongful termination\, workplace harassm ent\, retaliation\, unfair competition and wage-hour lawsuits\, employment handbook and personnel policy preparation\, and general preventive advice including hiring\, discipline and termination practices. Ms. Moore as exp erience litigating matters in state and federal courts\, state administrat ive tribunals\, such as the Fair Employment and Housing Commission\, and i n arbitration. She regularly conducts management training and lectures on labor and employment issues. Danielle also teaches an employment law cours e at San Diego State University&rsquo\;s College of Extended Studies and s erves on the Human Resources Advisory Board for the College. Ms. Moore was selected as one of SD Metro&rsquo\;s 40 Under 40 for 2013. The award hono rs the top 40 business people in San Diego under the age of 40. She was al so selected as a San Diego County Top Attorney for 2020 in the Labor/Emplo yment practice category and was chosen as one of the Best of the Bar in 20 20 for Labor &\; Employment. Danielle is "\;AV"\; Peer Review R ated Preeminent by Martindale-Hubbell.
\n\nCREDIT INFORMATION: BLR i s a recognized provider of recertification credits. HR Certification Insti tute®\; pre-approved this program for 11.0 HR California credit towards aPHR&trade\;\, PHR®\;\, PHRca®\;\, SPHR®\;\, GPHR®\;\, PHRi&t rade\; and SPHRi&trade\; recertification (and up to 16.5 general credit ho urs if you attend two pre-conference workshops). For more information abou t certification or recertification\, please visit the HR Certification Ins titute website at www.hrci.org.
\n\nBusiness &\; Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDC s) for the SHRM-CP or SHRM-SCP. This program is valid for 11.0 PDCs for th e SHRM-CP or SHRM-SCP (and up to 16.5 general credit hours if you attend t wo pre-conference workshops). For more information about certification or recertification\, please visit the SHRM Certification website at www.shrm. org/certification.
\n\nThis program has been approved for MCLE recer tification credit.
\n\nPlease contact the event manager Marilyn (mar
ilyn.b.turner(at)nyeventslist.com ) below for:
\n- Multiple participa
nt discounts
\n- Price quotations or visa invitation letters
\n-
Payment by alternate channels (PayPal\, check\, Western Union\, wire tran
sfers etc)
\n- Event sponsorships
NO REFUNDS ALLOWED ON REG
ISTRATIONS
\nService fees included in this listing.
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is brought to you by:
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