The New FMLA

Oct 21, 2011

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Recent Developments. January 28, 2008 Congress amended the statutes with an immediate effective date.November 17, 2008 U.S. Department of Labor issued final regulations at 29 CFR 825. See www.dol.gov/esa/whd/fmla/finalrule.htmThis site also has new FMLA formsJanuary 16, 2009 effective date of the new regulations.

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The New FMLA

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Interplay Between the ADA and the FMLA

October 19-20, 2009 Sponsored by: ADA Minnesota and Minnesota Vocational Rehabilitation Presented by: Barry Taylor, Legal Advocacy Director and Alan Goldstein, Senior Attorney at Equip for Equality Materials Prepared Under a Grant from the DBTAC: Great Lakes ADA Center. Interplay Between

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THE FMLA

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FMLA

FMLA. 12 weeks of unpaid leave during a 12 month period At the end of the leave, employees are to be reinstated to the same or equivalent (not similar!) position Statutory purpose is?. SEC. 2. FINDINGS AND PURPOSES. (a) FINDINGS.--Congress finds that--

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FMLA

FMLA. What Supervisors Need to Know. Session Objectives. You will be able to: Identify the purpose and benefits of FMLA Recognize when and to whom it applies Understand key provisions of the law Assist employees in handling leaves appropriately

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FMLA Challenges

FMLA Challenges. Sample comprised of 352 randomly selected HR professionals. Analyzing 352 responses of 1,954 emails sent, 1,827 emails received (response rate = 19%). Survey fielded January 25 – 31, 2005; presentation generated on February 1, 2005. Margin of error is +/- 5.0%.

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FMLA BASICS

FMLA BASICS. Purpose of the FMLA. Balance work and family life Provide job security Provide benefits protection. The FMLA basics. Entitles employees to leave The leave is “protected” The employer must designate the leave as FMLA and ensure that it maintains a record of that leave.

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Tackling Tough FMLA Issues

Tackling Tough FMLA Issues. Neil and Stephanie 2013 Midwest Labor Law Conference. Tough Issues. Designation – Getting it Right Serious Mental Health Conditions Attendance Policies So-called Fraud. Joe Worker’s Big Toe.

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FMLA Update

FMLA Update. January, 2009. What is the FMLA?. The FMLA entitles eligible Employees to take up to 12 workweeks of job-protected leave in a 12-month period for specified family and medical reasons. Exception - Military Family Leave permits up to 26 workweeks. Employee eligibility.

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FMLA/ADA Rundown:

FMLA/ADA Rundown:. Everyday Challenges Supervisors Should Know How to Face. Allison B. Moreman, Esquire 175 East Main Street, Suite 500, Lexington, Kentucky 40507 Phone: 859-288-2844 • Fax: 859-288-2849 amoreman@jacksonkelly.com • www.jacksonkelly.com. ADA – SCOPE AND COVERAGE.

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What is FMLA?

What is FMLA?. Federal regulation that grants eligible employees the right to: 12 workweeks of job-protected leave over a 12-month period for covered medical and family reasons.

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UNTANGLING THE ADA AND FMLA

UNTANGLING THE ADA AND FMLA. PLUS: Recent Guidance from the EEOC on ADA and Worker’s Compensation Issues. The ADA and Worker’s Compensation. Pre-ADA Common Practices “No restrictions” policy “Light duty” for worker’s compensation ADA Requirements Must accommodate non-essential functions

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FMLA OVERVIEW AND INSTRUCTIONS

FMLA OVERVIEW AND INSTRUCTIONS. WHAT IS FMLA. The Family and Medical Leave Act (FMLA) provides qualified employees with up to 12 weeks of unpaid, job-protected leave per rolling calendar year. It also requires that their group health benefits be maintained during the leave.

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FMLA Update

FMLA Update. Rebecca Watkins Sather, Byerly & Holloway, LLP February 3, 2010. FMLA Summary. Employers 50+ employees Employees 1250 hours in 12 months Rights 12 weeks Return to job, continued health care. OFLA Summary. Employers 25+ employees Employees 180 days, 25 hours per week

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State Employee FMLA and Federal FMLA

State Employee FMLA and Federal FMLA. CSEA December 6, 2010 Heidi Lane Office of Program Policy Connecticut Department of Labor. There are 2 FMLA laws that you need to understand. State Employee FMLA – Section 5-248a et seq. of the Connecticut General Statutes Federal FMLA

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What’s New With the FMLA?

What’s New With the FMLA?. BSHRM Legal Update 2013 David T. Wiley. Amended FMLA Regulations. Amended Regulations became effective March 8, 2013 Amended Regulations implement: Changes to military family leave provisions enacted as part of the 2010 National Defense Authorization Act (NDAA)

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FMLA

FMLA. Employer’s Responsibility. Logging in. Go to Blue Page. Click on TACS. Click on eRMS Home Page. Click on Start eRMS. Then click Here. Enter Username, your TACS password, Database is eRMS06. All leave is to be input through the eRMS system. Add Leave.

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FMLA Processing (578)

FMLA Processing (578). SAP Best Practices. Purpose, Benefits, and Key Process Steps. Purpose To complete processing of employee FMLA events Benefits Compliance with FMLA requirements Automated, efficient processing with complete history of employee’s transactions Key Process Steps

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NAVIGATING THE FMLA HIGHWAY

NAVIGATING THE FMLA HIGHWAY. The Family and Medical Leave Act of 1993 (FMLA or Act) allows ‘‘ eligible ’’ employees of a covered employer to take job-protected, unpaid leave, or to substitute appropriate paid leave if the employee has earned or accrued it, for

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FMLA

FMLA. Family and Medical Leave Act of 1993. What Is FMLA?. FMLA is twelve (12) weeks of job protected leave during a twelve month rolling period for any of the following conditions:. FMLA Qualifying Conditions. The birth of a child and/or to care for the child

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FMLA and ADA Overlap

Understand the major provisions of FMLA and ADA and best practices for untangling obligations employers face under the two laws.

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FMLA Overview

FMLA Overview. Amy Tucker - Bauldree. Overview. What is FMLA? Who can FMLA be used for? What constitutes an FMLA qualifying event? FMLA Paperwork FMLA Misconceptions Confidentiality Parental Leave Miscellaneous. What is FMLA?.

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New Jersey Fmla Violation Attorneys

Employees in the United States are entitled to up to 12 weeks of unpaid leave from their jobs for a serious medical condition. If you feel that your employer has interfered with your right to take FMLA leave, you may have legal recourse, and you may be owed compensation. Read this PDF File for more info and contact our Fmla Violation Lawyer or call us today at 856-874-8999.

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