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      Advanced Skills for Employee Leave Management in Dublin

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      November 8, 2018

      Thursday   7:30 AM - 4:30 PM

      5100 Upper Metro Place
      Dublin, Ohio 43017

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      Advanced Skills for Employee Leave Management

      2018 FMLA Master Class: Ohio
      Advanced Skills for Employee Leave Management

      On-Site Seminar:
      Dublin, Ohio | Thursday, November 8, 2018
      Morning Focus: Master FMLA Essentials to Make Sure Your Knowledge Foundation is Up to Date
      Afternoon Focus: FMLA Compliance Scenarios and Case Studies for Real-World Application

      Lunch is included with your registration!

      Think employee leave management is a one-time policy issue? Be careful! New and confusing regulations, conflicting court decisions, and increasing employee abuse of FMLA protections means family and medical leave will remain one of HR’s biggest management headaches.

      To help you master your obligations and avoid costly penalties, the publisher of Ohio Employment Law Letter has crafted a cost-effective and engaging solution: 2018 FMLA Master Class: Ohio - Advanced Skills for Employee Leave Management. This intensive day-long workshop provides the comprehensive knowledge you need to master real-life issues. An experienced Ohio attorney will provide substantive instruction on FMLA compliance in light of new and existing regulations, court rulings, and application of this far-reaching law. You’ll engage with your instructor and your peers, solving challenges you face day in and day out concerning intermittent leave, return to work, employee performance, and much more.

      This event teaches employee leave management essentials while instilling the confidence you need to make the right coverage calls, control abuse and fraud, answer the toughest questions from employees and your executive colleagues, and avoid the expensive missteps that have devastated other employers.

      You’ll enhance your advanced-practitioner skill set when you attend this satisfaction-guaranteed event and learn:

      How to judge a serious health condition the way judges do, and eliminate disputes about what does and doesn’t constitute it
      The latest FMLA revisions, so you don’t risk noncompliance
      What recent FMLA court decisions really mean, so you can adjust your policies accordingly
      Where FMLA recordkeeping trips up even the savviest human resource managers, and some solutions to avoid similar mistakes
      How to tame the intermittent leave and reduced schedule beasts, and put a stop to abuse and fraud
      How FMLA, ADA, and workers’ comp laws overlap, so you can avoid violations
      And more!

      Master Class Agenda
      7:30 a.m.–8:30 a.m.

      Part I—Mastering FMLA Fundamentals

      FMLA Eligibility: Granting Leave When It’s Due and Getting It Right
      8:30 a.m.–9:00 a.m.
      Could you be missing critical first steps in managing FMLA leave—determining employee eligibility? A defined, consistent process helps you not only deny leave when employees don’t qualify, you’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 recent trends and developments affecting leave. You’ll be armed to adjust policies and practices in 2018 to ensure compliance with the changing regulatory, legal, and practical landscape. You’ll learn:

      How to determine FMLA eligibility quickly and easily
      How the FMLA rules and related court decisions define who qualifies as a covered family member
      How to coordinate leave for workers caring for adult children
      Rules related to determining in loco parentis status
      How to coordinate state and federal leave when definitions of “covered family member” differ

      Managing Serious Health Conditions and Medical Certifications
      9:00 a.m.–10:00 a.m.
      At the heart of many FMLA leave requests is the serious health condition. The regulations do offer some guidance and allow you to require medical certification, yet there are a multitude of reasons for needing time off. Assessing those reasons requires keen judgment, and this session will show you how to make the right call. You’ll learn about:

      Illnesses and injuries that may be serious health conditions -- even though the regulations say they generally aren’t
      How many health conditions it takes to be “serious”
      What to do if a medical certification is incomplete or unclear
      Your options if an employee or doctor doesn’t cooperate with obtaining the required certifications
      When you may require employees to provide recertification of a serious health condition
      The “do’s and don’ts” of return-to-work certifications

      10:00 a.m.–10:15 a.m.

      Meeting FMLA Deadlines: Notification, Curbing Abuse, and Preventing Claims
      10:15 a.m.–11:00 a.m.
      FMLA is ruled by deadlines for giving and receiving information, for measuring how much leave has been taken, and for determining how much leave employees have remaining in a given year. A good grasp of timing rules—and learning how to monitor other key areas of FMLA usage—can help you prevent abuse of FMLA entitlements and fend off litigation. This session covers:

      How to give the four kinds of FMLA notices—on time and on point
      What to do if an employee refuses FMLA designation
      Selecting the best type of FMLA leave year for your organization
      Counting holidays that fall during leave
      Rules regarding “making up” FMLA leave
      Handling suspected FMLA abuse without running afoul of the law
      How to manage employee leave without risking claims of interference
      How to legally discharge employees who are on or just returned from FMLA leave

      Mastering Tough FMLA Issues
      11:00 a.m.–12:15 p.m.
      It’s one thing to understand FMLA rules, but another thing entirely to apply them in the real world. For example, intermittent leave seems pretty straightforward, but what about temporary light-duty positions and fluctuating work schedules? Reinstatement after leave? How do you handle an investigation by DOL? This session will show you:

      How to manage intermittent and reduced schedule leave
      How to handle leave duration
      How to calculate leave for fluctuating work schedules
      Rules on substitution of various types of paid leave for FMLA leave
      When employees have job reinstatement rights and when they do not
      Tips on how to effectively manage an FMLA investigation by the DOL

      Networking Power Lunch (included with your registration)
      12:15 p.m.–1:15 p.m.

      All Together Now: Coordinating FMLA with ADA, Workers’ Comp, and State Family Leave Laws
      1:15 p.m.–2:30 p.m.
      FMLA seems pretty comprehensive, but it’s not 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. You need to know when other laws create different obligations—and how their requirements work in tandem with FMLA. In this session we’ll cover:

      How FMLA and ADA interact
      Why FMLA serious health conditions are more likely to qualify as disabilities under the ADAAA
      When you should offer leave as a reasonable accommodation under the ADA, including a discussion of ADA leave cases and agency guidance
      How to offer accommodations other than leave without violating FMLA
      When you can require employees to take FMLA leave concurrently with workers’ comp leave
      Recent developments in state leave laws, including paid sick leave, family leave, pregnancy accommodation, and other trends

      2:30 p.m.– 2:45 p.m.

      Part II—Intensive Workshop Addressing the Real-Life Application of FMLA Rules, DOL Regulations, and Court Rulings

      Applying Your Knowledge
      2:45 p.m.–4:00 p.m.
      In this 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 issues that stump even the most seasoned of HR practitioners. You’ll discuss case-studies with the lawyers and fellow attendees to determine the correct course of action, based on the facts and FMLA compliance principles.

      Recent court rulings, long-standing precedent, DOL interpretations, opinion letters, and regulations—as well as the trainers’ own experiences in advising clients—are interwoven into this engaging afternoon workshop to provide actionable guidance on tricky FMLA challenges facing HR and employers in 2018. We’ll dive deep into:

      1. Medical certifications and what to do when:

      Certification submitted by employee is not sufficient
      Employee does not return the certification
      Employee refuses to update the certification if need for leave changes
      Employee does not submit fitness-for-duty certification at end of leave

      2. Intermittent leave

      Certification of need for intermittent leave
      Specific information on when leave is needed, expected frequency and duration
      What to do if an employee uses more leave than expected
      Abuse of intermittent leave (Mondays and Fridays, before and after holidays)

      3. Reduced schedule leave

      Certification and specific information on reduced hours, expected duration
      Updating certification
      Tracking leave time

      4. FMLA during holidays and shutdowns

      How to count FMLA leave during holidays
      Administering FMLA leave during extended plant or office shutdowns
      Determining whether an employee on FMLA leave during holidays is entitled to holiday pay

      5. Addressing performance issues that arise prior to the request for leave

      What to do when an employee requests FMLA leave in the midst of the disciplinary process or just before discipline or termination steps are taken
      Addressing performance issues that arise during intermittent or reduced schedule leave
      Addressing performance issues discovered while an employee is on leave
      Reductions in force while employee is on FMLA leave

      6. Return to work—what to do if an employee is:

      Not able to return to work at end of leave (ADA considerations)
      Cleared to return to work with restrictions
      Temporarily unable to perform essential functions
      Unable to perform essential functions in the long-term

      Final Questions and Closing
      4:00 p.m.–4:30 p.m.
      Have lingering questions about points raised during this intensive FMLA workshop or want to revisit a fundamental concept or two from earlier in the day? Take advantage of this opportunity to get clarification from the attorneys before you wrap up for the day.

      Your Ohio Faculty with Frost Brown Todd LLC
      Catherine BurgettCatherine Burgett

      As a member with the firm, Catherine divides her time between a traditional labor practice and employment work. Her labor practice includes working with clients to improve labor relations and resolve labor disputes; creating and assisting with corporate campaigns and representation elections; helping companies stay union-free; handling unfair labor practice charges; representing companies through the labor arbitration process; and negotiating collective bargaining agreements.

      Catherine's employment practice includes employment litigation; wage and hour litigation; discrimination, harassment, and retaliation investigations and litigation; drafting and litigating employment contracts; creating and implementing corporate training programs; advising and assisting companies in negotiating the WARN Act; drafting and enforcing workplace policies; and serving as counsel on all aspects of employer-employee relations.

      Jeffrey LindemannJeffrey Lindemann

      Jeff is a member in the Labor and Employment Group of the law firm of Frost Brown Todd LLC in Columbus, Ohio. His practice is concentrated on the representation of employers in a wide variety of labor and employment matters, including employment discrimination and wrongful discharge advice and litigation, wage and hour advice and litigation, trade secret and covenant not to compete advice and litigation, ERISA litigation, and collective bargaining agreement negotiations and arbitrations. Much of Jeff’s practice is devoted to working with and advising companies as they work to comply with the wide variety of labor and employment statutes, rules and regulations that come into play in today’s workplace environment. Jeff is a regular speaker before both legal groups and various personnel and labor relations associations.

      Anne McNabbAnne McNab
      Senior Associate

      Anne is a senior associate in Frost Brown Todd’s Columbus office. Anne’s practice focuses on the representation of employers in a broad spectrum of labor and employment matters including employment litigation, traditional labor work, and advising employers with their day-to-day personnel issues. Anne represents employers in both federal and state court, handling discrimination and harassment lawsuits, cases involving wrongful termination and breach of contract, and lawsuits arising under the Fair Labor Standards Act and the Family and Medical Leave Act. Anne also enjoys counseling employers with their daily employment concerns, including leave and disciplinary issues, termination, reasonable accommodations, personnel policies and employee handbooks, and non-competition agreements. Anne also represents employers in workers’ compensation hearings before the Industrial Commission of Ohio and subsequent appeals.

      Steve TolbertSteve Tolbert

      Steve is an associate in Frost Brown Todd’s Columbus office in the Labor and Employment Practice Group. Steve graduated from the Ohio State University Moritz College of Law in 2017. While in law school, Steve was a judicial extern for both Judge Michael H. Watson and Judge Michael R. Barrett in U.S. District Court for the Southern District of Ohio, as well as for Judge Richard A. Frye in the Franklin County Court of Common Pleas. Steve also served on the Ohio State Law Journal as a staff editor, then articles editor. Steve volunteered his time in the summer to the Hamilton County Youth Court, a criminal diversion program for first-time juvenile offenders.

      Please contact the event manager Marilyn (marilyn.b.turner(at)nyev` ) below for:
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      Cost: Free - 649.00

      Categories: Conferences & Tradeshows | Business & Networking

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