BEGIN:VCALENDAR VERSION:2.0 PRODID:icalendar-ruby CALSCALE:GREGORIAN BEGIN:VEVENT DTSTAMP:20240328T203837Z UID:b022c296-385a-4222-8c53-493ef413f063 DTSTART:20201210T073000 DTEND:20201211T073000 CLASS:PRIVATE DESCRIPTION:
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\n\n< p>On-Site Seminars:Morning Focus: Mastering FMLA Fundamen
tals \;
\nAfternoon Focus: FMLA Compliance Scenarios and Case Stu
dies for Real-World Application
Think employee lea ve management is a one-time policy issue? Be careful! New and confusing re gulations\, conflicting court decisions\, and increasing employee abuse of FMLA/CFRA protections means family and medical leave will remain one of H R&rsquo\;s biggest management headaches.
\n\nTo help you master your obligations and avoid costly penalties\, the publisher of your state'\ ;s Employment Law Letter has crafted a cost-effective and engaging solutio n: 2020 FMLA/CFRA Master Class Advanced Skills for Employee Leave Manageme nt in California. This intensive day-long workshop provides the comprehens ive knowledge you need to master real-life issues. Experienced attorneys w ill provide substantive instruction on fundamental FMLA compliance princip les in light of new and existing regulations\, court rulings\, and applica tion of this far-reaching law. You&rsquo\;ll engage with your instructors and your peers\, solving challenges you face day in and day out concerning intermittent leave\, return to work\, employee performance\, and much mor e.
\n\nThis event teaches employee leave management essentials while instilling the confidence you need to make the right coverage calls\, con trol abuse and fraud\, answer the toughest questions from employees and yo ur executive colleagues\, and avoid the expensive missteps that have devas tated other employers.
\n\nYou&rsquo\;ll enhance your advanced-pract itioner skill set when you attend this satisfaction-guaranteed event and l earn:
\n\nHow to judge a &ldquo\;serious health condition&rdquo\; th
e way a real judge would\, and eliminate disputes about what does and does
n&rsquo\;t constitute it \;
\nThe latest FMLA/CFRA revisions\, so
you don&rsquo\;t risk noncompliance \;
\nWhat recent FMLA/CFRA c
ourt decisions really mean\, so you can adjust your policies accordingly&n
bsp\;
\nWhy FMLA/CFRA recordkeeping continues to trip up even the sav
viest human resource managers\, and some solutions to avoid similar mistak
es \;
\nHow to tame the intermittent leave and reduced schedule b
easts\, and put a stop to abuse and fraud \;
\nHow FMLA/CFRA\, AD
A\, and state workers&rsquo\; comp laws overlap\, so you can avoid violati
ons \;
\nAnd more!
 \;
\n\nRegistration
\n7:30 a.m. &ndash\; 8:30
a.m.
Part I&mdash\;Mastering FMLA Essentials
\n\nFMLA/CFR
A Eligibility: Granting FMLA/CFRA Leave When It&rsquo\;s Due and Getting I
t Right
\n8:30 a.m. &ndash\; 9:00 a.m. \;
\nCould you be mis
sing critical first steps in managing FMLA/CFRA leave&mdash\;determining e
mployee eligibility? A defined\, consistent process helps you not only den
y 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 determinations and rec
ent trends and developments affecting leave. You&rsquo\;ll be armed to adj
ust policies and practices in 2020 to ensure compliance with the changing
regulatory\, legal\, and practical landscape:
How to determine F
MLA/CFRA eligibility quickly and easily
\nHow leave rules and recent
court decisions define who qualifies as a covered family member
\nHow
to coordinate leave for workers caring for adult children
\nThe rule
s for determining in loco parentis status
\nHow to coordinate leave w
hen CFRA and FMLA differ
\nManaging Serious Health Conditi
ons 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 condi
tion. The regulations do offer some guidance and allow you to require medi
cal certification\, yet there are a multitude of reasons for needing time
off. Assessing those reasons requires keen judgment\, and this session wil
l show you how to make the right call.
\nYou&rsquo\;ll learn about:
p>\n\n
Illnesses and injuries that may be serious health conditions &mda
sh\; even though the regulations say they generally aren&rsquo\;t
\nH
ow many health conditions it takes to be &ldquo\;serious&rdquo\;
\nWh
at to do if a medical certification is incomplete or unclear
\nYour o
ptions if an employee or doctor doesn&rsquo\;t cooperate with obtaining th
e 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
<
br />\nBreak
\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
\nMastering Tough FMLA/CFRA Issues<
br />\n11:00 a.m.&ndash\; 12:15 p.m.
\nIt&rsquo\;s one thing to under
stand FMLA/CFRA rules\, but another thing entirely to apply them in the re
al world. For example\, intermittent leave seems pretty straightforward\,
but what about temporary light-duty positions and fluctuating work schedul
es? Reinstatement after leave? How do you handle an investigation by DOL o
r DFEH? This session will show you:
How to manage intermittent a
nd reduced schedule leave
\nHow to handle leave duration
\nHow t
o calculate leave for fluctuating work schedules
\nThe rules on subst
itution of various types of paid leave for FMLA/CFRA leave
\nWhen emp
loyees have job reinstatement rights and when they do not
\nTips on h
ow to effectively manage an investigation by the DOL or DFEH
\nNetworking Power Lunch (meal included with your registration)
\n
12:15 p.m. &ndash\; 1:15 p.m.
All Together Now: Coordinating FML
A with ADA\, 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
employees need time off for their own serious health condition\, to care
for a family member\, or for other reasons. Learn when other laws create d
ifferent obligations&mdash\;and how their requirements work in tandem with
FMLA. In this session\, we&rsquo\;ll cover:
How the FMLA and CF
RA differ on pregnancy leave and how they interact with PDL
\nWhy FML
A serious health conditions are more likely to qualify as disabilities und
er the ADAAA and FEHA
\nWhen you should offer leave as a reasonable a
ccommodation under the ADA/FEHA
\nHow to offer accommodations other t
han leave without violating the FMLA/CFRA
\nWhen you can require empl
oyees to take FMLA/CFRA leave concurrently with workers&rsquo\; comp leave
\nWhat kind of benefits Paid Family Leave (PFL) provides and when it
comes into play
\nEmployers&rsquo\; rights and obligations under the
patchwork of paid sick leave laws in California
\nHow the state Kin
Care law affects employee leave
\nAdditional developments in Californ
ia leave law\, such as the New Parent Leave Act\, effective January 1\, 20
20
\nBreak
\n2:30 p.m. &ndash\; 2:45 p.m.
P art II&mdash\;Intensive Workshop Addressing the Real-Life Application of F MLA/CFRA Rules\, DOL/DFEH Regulations\, and Court Rulings
\n\nApplyi
ng Your Knowledge
\n2:45 p.m. &ndash\; 4:00 p.m.
\nIn this highl
y interactive portion of the FMLA Master Class\, your faculty of labor and
employment attorneys will walk you through a series of scenarios illustra
ting real-life FMLA and CFRA issues that stump even the most seasoned of H
R practitioners. You&rsquo\;ll discuss case-studies with the lawyers and f
ellow attendees to determine the correct course of action\, based on the f
acts and FMLA compliance principles.
Recent court rulings\, long -standing precedent\, DOL interpretations\, opinion letters\, and regulati ons&mdash\;as well as the trainers&rsquo\; own experiences in advising cli ents&mdash\;are interwoven into this engaging afternoon workshop to provid e actionable guidance on tricky FMLA/CFRA challenges facing California emp loyers in 2020. We&rsquo\;ll dive deep into:
\n\n1. Medi cal 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
\n2. Intermittent
leave
Certification of need for intermittent leav
e
\nSpecific information on when leave is needed\, expected frequency
and duration
\nWhat to do if an employee uses more leave than expect
ed
\nAbuse of intermittent leave (Mondays and Fridays\, before and af
ter holidays)
\n3. Reduced schedule leave
Certification and specific information on reduced hour
s\, expected duration
\nUpdating certification
\nTracking leave
time
\n4. FMLA/CFRA during holidays and shutdo
wns
How to count FMLA/CFRA leave during holidays\nAdministering FMLA/CFRA leave during extended plant or office shutdo
wns
\nDetermining whether an employee on FMLA/CFRA leave during holid
ays is entitled to holiday pay
\n5. Addressing
performance issues that arise prior to the request for leave
What to do when an employee requests FMLA/CFRA leave in the mi
dst of the disciplinary process or just before discipline or termination s
teps are taken
\nAddressing performance issues that arise during inte
rmittent or reduced schedule leave
\nAddressing performance issues di
scovered while an employee is on leave
\nReductions in force while em
ployee is on FMLA/CFRA leave
\n6. Return to wo
rk&mdash\;what to do if an employee is:
Not able t
o return to work at end of leave (ADA/FEHA considerations)
\nCleared
to return to work with restrictions
\nTemporarily unable to perform e
ssential functions
\nUnable to perform essential functions in the lon
g-term
\n7. FMLA\, CFRA\, and PDL&mdash\;and h
ow they work together
Employer coverage and employ
ee eligibility under PDL
\nWhen FMLA can run concurrently with PDL or
CFRA leave
\nFinal Questions and Closing
\n4:00 p.m.
&ndash\; 4:30 p.m.
\nHave lingering questions about points raised du
ring this intensive FMLA/CFRA workshop or want to revisit a fundamental co
ncept or two from earlier? Take advantage of this opportunity to get clari
fication from the attorneys before we wrap up for the day.
  \;
\n\n
\nMark Schickman\, Esq.
\nPartner
Mark Schickman received his Bachelor of Arts and Juris Doctorat
e degrees from Columbia University\, where he was a Harlan Fiske Stone Sch
olar and the recipient of Columbia&rsquo\;s Whitney North Seymour Medal fo
r Distinguished Trial Advocacy. He has held numerous elected bar positions
\, including service as President of the Bar Association of San Francisco\
, and Governor of the State Bar of California. He is the immediate past ch
air of California&rsquo\;s Judicial Nominees Evaluation Commission. For th
e past 30 years\, Mr. Schickman has concentrated on employment and labor l
aw\, litigating every type of employment matter and providing advice in av
oiding liability for discrimination\, harassment\, wrongful termination\,
union related charges and all other aspects of the employment relationship
. He is a member of the American Arbitration Association&rsquo\;s select p
anel of employment arbitrators\, a member of the Board of Governors of the
American Bar Association and is the Editor of the California Employment L
aw Letter.
\n \;
\nCathleen S. Yonahara\, Esq.
\nPartner
Cathleen Yonahara received her law degree from the University of California\, Hastings College of Law in 1999. She concentra tes her practice on labor and employment law\, including Title VII\, FEHA\ , ADA\, ADEA\, FMLA\, CFRA\, and the California Labor Code. Ms. Yonahara h as represented clients before federal and state courts\, the EEOC\, the DF EH\, the California Labor Commissioner and other government agencies. Her employment litigation practice includes claims of discrimination\, harassm ent\, failure to accommodate\, retaliation\, wrongful termination\, unfair competition\, wage and hour violations\, and breach of contract. Ms. Yona hara&rsquo\;s practice also includes counseling clients on all aspects of the employment relationship from hiring to termination. She is an experien ced speaker on labor and employment law matters\, such as complying with C alifornia employment laws\, preventing sexual harassment\, legally managin g leaves of absences\, and wage and hour compliance. Ms. Yonahara is also the Assistant Editor of the California Employment Law Letter.
\n\n&n bsp\;
\n\nPlease contact the event manager Marilyn (marilyn.b.turner
@nyeventslist.com \;) below for:
\n- Multiple participant discoun
ts
\n- Price quotations or visa invitation letters
\n- Payment b
y alternate channels (PayPal\, check\, Western Union\, wire transfers etc)
\n- Event sponsorships
\n
\nNO REFUNDS ALLOWED ON REGISTRA
TIONS
\nService fees included in this listing.
\n---------------
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ought to you by:
\nBusiness &\; Legal Resources - NewYorkEventsLis
t
\nhttp://www.NyEventsList.com
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m
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