Thanks to those who attended my webinar last week on FMLA and ADA Overlap Issues. If you missed the program, you can download our presentation here (pdf).
In a mere hour plus, Sara Elder, (Division Vice President, Fair Employment & Compliance, for Sears Holdings Management Corporation) Matt Morris (Vice President at ComPsych)
There is much to be thankful for this Thanksgiving, and I continue to be humbled by your support of this crazy, little FMLA blog. I am entirely grateful for your willingness to read and ponder my continued FMLA ramblings.
I offer this in honor of the season: For those who attended my FMLA webinar
Thanks to those who attended my webinar last week with Ellen McCann on “Managing Red Flags and Staying Ahead of the Trends.”
In a mere hour, Ellen and I covered a number of hot FMLA topics and trends, such as:
It’s Webinar Time!
The year 2014 has ushered in a host of fascinating developments involving the FMLA. Courts across the country have issued critical decisions on an employee’s notice of the need for FMLA leave; whether an employee can affirmatively decline FMLA leave; combating FMLA abuse; and caring for a family member.
Please join us
Thanks to those who attended my webinar last week with Matt Morris on “Conquering the FMLA Medical Certification Process: Best Practices for Employers.”
We covered a whole host of topics during the webinar: How does an employer handle an employee who does not return medical certification? Or one that is vague and ambiguous? How should
Thanks to those who attended my webinar last week with Matt Morris and Tamika Lynch on “FMLA Made Easy: Effectively Managing Difficult FMLA Issues.” As the survey feedback indicated, this webinar was a great opportunity to discuss common issues that arise in the administration of FMLA leave and how employers can best address them.
From
When: Wednesday, August 31, 2011 (12:00 – 1:15 p.m. CDT)
On Wednesday, August 31, I will host a complimentary webinar addressing key questions and topics essential to understanding an employer’s obligation to provide leave as a reasonable accommodation under the ADA. I am extremely pleased to be joined by EEOC Regional Attorney John Hendrickson,