DOL Issues New Opinion Letter on FMLA Compliance

DOL Issues New Opinion Letter on FMLA Compliance

The DOL recently issued a new FMLA opinion letter regarding an employer’s designation of FMLA-qualifying leave. Employers need to understand this DOL opinion letter to help ensure compliance with the FMLA. Understanding how to ensure compliance with this law from start to finish – in light of this development – is an essential step in ensuring compliance.

Please join attorney Melissa Fleischer for this in-depth FMLA compliance guide and discussion of the new FMLA DOL opinion letter. She will provide HR with step-by-step procedures to best understand HR’s obligations under the FMLA. It will cover in-depth the legal requirements set forth in the FMLA with regard to leave of absences and will provide a step-by-step plan of action for those in HR when employees are out on a leave of absence to ensure legal compliance. This conference will best ensure FMLA compliance and provide best practices and policies for administering the FMLA in your workplace.

Just a sampling of what this webinar will cover:

• In-depth look at recently-issued DOL FMLA Opinion Letter
• Analysis of designation of FMLA leave by employer based on DOL FMLA Opinion Letter
• Overview of HR’s responsibilities to ensure compliance with the FMLA
• Methods to ensure employees taking FMLA leave are eligible and are taking leave for an FMLA-qualifying reason
• Step-by-step guide to help FMLA compliance from start to finish
• Strategies to ensure you best understand FMLA legal definitions, including the definition of a serious health condition
• Best practices for applying the legal definitions of the FMLA when approving FMLA leave
• Who is a parent, spouse, and child under the FMLA?
• Methods for counting the 12-Month Period
• What you can and cannot do with regard to Medical Certifications and requesting recertifications
• Understanding FMLA Intermittent and Reduced Schedule Leave
• Your legal obligation to reinstate employees to the same or an equivalent position at end of leave
• Recommendations for how to create a legally-compliant FMLA policy that will best prevent future legal liability

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