employment law, Human Resources Training

FMLA: Issues and Solutions

FMLA

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.

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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

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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.

Human Resources Training

Piercings, Tattoos and More: Dress Codes For the Workplace – Legally Compliant Policies and Guidelines

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The dress code is an area in which an organization’s HR faces many questions. It will have to deal with posers relating to dressing by employees, such as: is only formal dressing allowed at the workplace? Is semiformal dressing also allowed? Do different positions have different dress codes? Finally, with the advent of the Millennials at the workforce, what policy does the organization have vis-à-vis tattoos and piercings for its employees?

The only way to address these and related issues is for the organization to be clear about these aspects. It should formulate guidelines for a formal dress code in a written form and publish it with the employees, as well as with the management. It is only when there is lack of clarity on these matters that the chances of creating unnecessary rifts and arguments are aborted. A written workplace dress code is also a strong line of defense for organizations if employees decide to take the legal route over this issue.

The ways by which to get a proper grasp of all the aspects of a legally compliant dress code, which will go a long way in avoiding unpleasantness between the employees and the management, will be explained at a webinar that TrainHR, a leading provider of professional training for the human resources areas, is organizing.

At this webinar, which will be on October 24, Susan Strauss, a national and international speaker, trainer, consultant and a recognized expert on workplace and school harassment and bullying, will be the expert. Please visit TrainHR to enroll for this webinar.

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Dr. Strauss will explain why a dress code needs to be put in place in a workplace and what benefits it offers. A dress code should reflect the organization’s culture and should show it in a positive light. It should put the employees at ease, and should also be appropriate for each generation that it is created for.

How to deal with matters that the present generations of the workforce consider important, such as tattoos, makeup for women, jewelry, grooming and religious symbols, will be addressed. At this webinar, Dr. Strauss will cover the following areas:

  • Reasons to have a Dress Code
  • Your rights as an employer to establish a dress code as a condition of employment
  • What to include in your dress code?
  • Defining business, business casual and casual
  • Professionalism: customer contact positions
  • Morale and respect among coworkers
  • Safety: office and manufacturing positions
  • Uniforms and logo wear
  • Piercings, tattoos and hair
  • Perfume and cologne
  • Hygiene
  • Cultural and religious considerations and other exceptions
  • Younger generation’s preference for informality
  • When companies have been taken to court about “dress”: discrimination cases related to sex or gender, religion, or race?
  • When does dress make a positive or negative impact on performance?
  • Designing a policy which corresponds to your business.

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About the expert: Dr. Susan Strauss conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. The popularity of these exercises can be gauged from the vast spectrum of sectors that her clients hail from: business, education, healthcare, law, and government organizations from both the public and private sector.

She has conducted research, written over 30 books, book chapters, and journal articles on harassment, bullying, and related topics. She appears on television and radio programs and is frequently interviewed for newspaper and journal articles.