The Family and Medical Leave Act (FMLA) is a complex statute, and it’s no wonder that employers often struggle to comply with its various provisions. Now that the comment period for the Department of Labor’s proposed final regulations on family and medical leave has been closed, the final regulations are expected to be released soon.
Once they’re released, you’re not going to have much time to get ready. Smart employers know they need to prepare now to fully understand the practical impact that the regulations will have on how they handle certifications, notice issues, and other potentially thorny areas.
Order this in-depth 90-minute audio conference recording all about your current and proposed future obligations under the FMLA.
Our expert – an experienced employment law attorney – will cover:
- How the “new” FMLA will differ from the old
- The proposed change to the definition of a “serious health condition” – and how it could radically change your compliance obligations
- The effect the regulations would have on your duty to grant intermittent leave
- How to know when workers are requesting FMLA leave, even if they never mention “FMLA” by name
- The types of medical conditions that may render a worker eligible for leave
- Employees’ increased obligations under the new regs concerning the 30-day notice requirement for foreseeable leave
- Why the changes could give you increased authority to deal directly with healthcare providers when requesting medical certifications
- The steps you can take if a medical certification is incomplete or insufficient
This audio conference was recorded on Tuesday, October 14, 2008
About Your Speaker:
Christine Bonavita, Esq., is a partner at the Cherry Hill, New Jersey, and Philadelphia offices of Blank Rome LLP. She defends private and public sector employers in state and federal courts and before governmental agencies with respect to the Americans with Disabilities Act, Title VII, the Age Discrimination in Employment Act, the Family and Medical Leave Act, the Fair Labor Standards Act, and the National Labor Relations Act. She focuses her practice on representing, training, and counseling employers and management on labor and employment issues, including wage and hour compliance, fair employment practices, sexual harassment claims, reductions in force, plant closings, restrictive covenants, administration of personnel policies, and litigation avoidance strategies. Prior to entering private practice, Bonavita served as a law clerk for The Honorable Bernard A. Kannen, Superior Court of New Jersey, Ocean County.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR, SPHR, and GPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI home page at www.hrci.org.
