employment law, Human Resources Training

FMLA: Issues and Solutions


A whopping $21 billion. That is the estimated value that organizations incur from lost productivity, continued health benefits, and labor replacement as a result of managing Family and Medical Leave Act (FMLA) incorrectly. $300,000 is the average cost of lawsuits that have resulted from wrongful terminations.

Given these astounding facts, does it require emphasis that grasping of the right information is imperative, and the only real remedy to such heavy costs? It is only when employers arm themselves with the proper and full information about the various aspects of the FMLA and its applications that penalties can be avoided. The more informed an organization is about the law, the better it can protect itself from its repercussions and make more cost-effective decisions.

However, this comes with a few challenges, mainly because FMLA hardly works in isolation of other laws, the combined application of which can be quite confusing. Lack of harmonious application of the FMLA with other laws has resulted in more than half of all employers being granted unverified time off.

Want to get a lucid understanding of the FMLA and the ways by which it works with other laws, and prevent heavy penalties? You need enrolling at a valuable webinar that TrainHR, a leading provider of professional training for all the areas of human resources, is organizing on February 25.

Setting the various confusions around the FMLA at rest is Michael Haberman, co-founder of Omega HR Solutions, Inc., who will be the expert at this webinar. Please register for this course at TrainHR .

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.


Understanding what constitutes a ‘serious health condition’ under the FMLA is a primary area of knowledge that an organization should have. The expert at this session will help participants get an idea of this concept.

Michael will also offer insights into what a company should do to file an unfair labor practice charge, which has an interplay between the FMLA, the Americans with Disabilities Act (ADA), and the Fair Labor Standards Act (FLSA).

These apart, there are other seemingly grey areas of this Act about which the participants may have doubts. What can be done to identify and address potential abuse of FMLA leave, and how FMLA interacts with other similar medical and disability-related leave statutes are among these.  Michael will offer clarity on these areas, and will also offer tips and tricks for implementing a few best practices. He will take questions from the participants of this webinar relating to any aspect of the FMLA and will try to answer them.

This webinar is of great benefit to personnel who are required to apply the many aspects of the FMLA. These include HR Managers, CFO’s, Office Managers, and VPs of HR.

At this course, these areas will be covered:

  • Serious Health Condition
    • Inpatient Care
    • Continuing Treatment
    • Chronic Conditions
  • Abuse
    • Authentication/Clarification
    • Re-Certification
    • Second Opinions
  • Interplay Between FMLA and Related Statutes
    • ADA
    • Title VII
    • FLSA


About the speaker: A consultant, speaker, writer and teacher; Michael brings several years of experience in dealing with the challenges of human resources in the 21st century. His consulting and services company offers complete human resources solutions.

Mike is the author of the Human Resources blog found at OmegaHRsolutions.com, which has been recognized as a top human resources related blogs. He has also been named a top Digital Influencer in Human Resources. In addition, Mike has presented numerous webinars on various HR related issues including wage and hour compliance, rewards, culture, social media use in HR, practical futurism for HR departments and more.

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