How do you deal with Amir, who seems to have a full-day doctor’s appointment every Friday, but only on nice days in the summer? Or Suzanne, who uses just enough leave to make your life difficult, but not enough to ever exhaust her allotment? Or Fred, who regularly takes off for a few days with barely a moment’s notice, leaving you with coverage problems?

It’s not just the employees who make intermittent leaves trying. The law itself is confusing and difficult to interpret. Many HR professionals – even very experienced ones – have difficulty figuring out how to calculate intermittent leaves in the context of the FMLA’s 12-week allotment, how to decide when the 12-month calendar begins, and more.

Order this 90-minute webinar recording all about intermittent leaves. Our expert is an experienced employment law attorney who regularly advises employers on these issues. She’ll explain – in plain English – what the law requires, how to make the appropriate calculations, and how to nip employee abuses in the bud.

You and your colleagues will learn:

• How to properly calculate the 12-week leave entitlement when intermittent leaves come into play
• Why you should consider a rolling calendar, and how to implement it
• When you can legally (and safely) deny an intermittent leave request
• How to best prepare for unforeseeable leaves
• The best way to investigate and discipline intermittent leave abusers - without crossing the line into harassment or retaliation
• What you can require in terms of advance notice and medical certifications from employees requesting intermittent leave
• When you can and can't ask your workers for more detail about why they’re taking intermittent leave
• When you can demand a second (or even a third) medical opinion – and who foots the bill
• How to transfer employees to different positions or change their work schedules to accommodate intermittent leaves, without disrupting your workplace or opening yourself up to liability

Judith Droz Keyes, Esq., is a partner in the San Francisco office of the nationwide law firm Davis Wright Tremaine LLP. She advises clients on many different human resource and employee relations issues, ranging from family and medical leave and discrimination to wage and hour rules and union practices. Also, she represents clients in state and federal courts and before numerous labor and employment agencies. Keyes also trains human resource professionals on managing within the law. She has been named a "Northern California Super Lawyer" and a "Leading Employment Lawyer." She earned her law degree at the University of California-Berkeley School of Law.

Approved for Recertification Credit

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

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