The Family and Medical Leave Act and How Employers Can be Compliant

The Family and Medical Leave Act (FMLA) provide certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave. FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women. All companies and employees that want to learn about who and what’s covered under the Family and Medical Leave Act (FMLA) should attend this webinar to obtain a clear understanding about their obligations, rights and responsibilities under the law.

WHY SHOULD YOU ATTEND?

The objective of this program is to inform all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees about their responsibilities under the Family Medical Leave Act. Employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:

•  for the birth and care of the newborn child of an employee;
•  for placement with the employee of a child for adoption or foster care;
•  to care for an immediate family member (spouse, child, or parent) with a serious health condition; or
•  to take medical leave when the employee is unable to work because of a serious health condition.

LEARNING OBJECTIVES

• The History of the Family and Medical Leave Act (FMLA)
• What specific Employers are covered under this Act and their responsibilities
• What Employees are covered under this Act and their responsibilities
• What Leave is Provided to Covered Employees
• Returning to Work, rights and responsibilities of the employee and Employer

WHO WILL BENEFIT?

• All public agencies, including state, local and federal employers, local education agencies (schools)
• Private-sector employers who employed 50 or more employees
• Joint employers and successors of covered employers
• Federal contractors with 50 or more employees
• HR professionals
• Financial Officers
• In-House Counsel
• Affirmative Action/EEO Officers