1:00-4:30 PM

The purpose of this training is to expand upon basic FMLA knowledge and focus more specifically on legally-compliant administration of intermittent FMLA leaves of absence.

CEUs: .40 (3.5 Clock Hrs)
 

Objectives: After minimal review of FMLA recognition and basics, participants will learn the provisions specific to intermittent FMLA leave and how FMLA balances employee and employer rights and obligations. Tools and strategies employers and managers can use to maintain (or regain) control of their work environment when employees take FMLA-protected leaves will be stressed. Participants will also learn employers’ legal rights and processes for addressing and stopping intermittent FMLA abuse.

Who should attend HR professionals, supervisors, and managers who have solid and current experience administering FMLA in a legally-compliant manner. This class is not for persons new to FMLA. Prior participation in Basic FMLA course and at least three months of successful FMLA administration experience are highly recommended

Learning Outcomes: Upon completion of this course, the learner will be able to:

• Define intermittent FMLA and its specific rights and responsibilities
• Prepare for critical or crucial conversations with the employee regarding their intermittent FMLA leave
• Recognize potential abuse of intermittent leave and the legal process for challenging potential employee abuse

Fees: $179 ASE members; $236.50 nonmembers

This program has been submitted for 3.5 general credits hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute (HRCI) as well as 3.5 recertification credit hours (PDC) toward SHRM-CP and SHRM-SCP through the Society of Human Resource Management (SHRM). The use of these seals is not an endorsement by HRCI or SHRM for the quality of the program. It means that this program has met the HRCI's and SHRM's criteria to be pre-approved for recertification credit.

After minimal review of FMLA recognition and basics, participants will learn the provisions specific to intermittent FMLA leave and how FMLA balances employee and employer rights and obligations. Tools and strategies employers and managers can use to maintain (or regain) control of their work environment when employees take FMLA-protected leaves will be stressed. Participants will also learn employers’ legal rights and processes for addressing and stopping intermittent FMLA abuse.

• Contact:
  Roseatta Stoops