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FMLA and the Flu

 

Learn how a 'Serious Health Condition' is defined Under FMLA Regulations. Provide Family Medical Leave Accordingly to Remain in Compliance.

Family Medical Leave Act (FMLA) compliance is critical for employers. Companies that are covered under the FMLA are required to comply with the law and the FMLA regulations, which require them to provide eligible employees with up to twelve weeks of job protected leave under a few specific circumstances, including their own serious health condition or to care for an immediate family member with a serious health condition. The concept of 'serious health condition' is very specifically defined; clear guidance was issued in 2010 that verified that the flu, and other fairly common illnesses, can - under specific circumstances - meet the definition of a serious health condition. Knowing this - and incorporating a mechanism for compliance into rules of FMLA administration - is a critical area of compliance.

Employers must know how 'serious health condition' is defined under FMLA, and must provide Family Medical Leave (FML) accordingly in order to remain in compliance with FMLA regulations and Rules. This session by expert speaker Mary Gormandy White, M.A., SPHR will clarify the circumstances under which illnesses expected to have relatively short durations (such as the flu) meet this definition of serious health condition and would therefore obligate employers to provide workers with FML time in a manner consistent with the law.

Training Objective:

  • Clear definition of a 'serious health condition'
  • How the definition of a 'serious health condition' can apply to the flu
  • Examples of similar health circumstances where FMLA may also apply
  • Best practices for FMLA compliance/case management surrounding situations where employees have these types of conditions
  • Clarification of how designating FML in these circumstances can benefit both the employee and the company
  • Understand whether the Flu qualify under FMLA rules
  • Who are covered employers?
  • Complicated compliance of FMLA regulations

Who Should Attend

  • HR Managers
  • HR Directors
  • HR Generalists/Specialists/Business Partners
  • Benefits Administrators
  • HR Consultants
  • Business Owners
  • Managers
 
 

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