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.

WHAT YOU’LL LEARN

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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