Employer Resource Institute Audio Conference

Originally presented on October 23, 2007

Order Option       Price   CD Recording Only       $199

As an additional benefit, you will receive a no-risk trial subscription to California Wage & Hour Advisor when you register for this audio conference (or purchase a CD recording). You will receive 3 evaluation issues. If you want to continue to receive the newsletter, simply pay the invoice you will receive in the mail. If you decide the newsletter isn't for you, just write cancel on the invoice and return it. You will owe nothing, and all issues you receive are yours to keep. As with all ERI products, your satisfaction is guaranteed 100%. (Offer good for new subscribers only.)

The Family and Medical Leave Act of 1993 (FMLA) has been called "HR's #1 Headache"—and its state counterpart, the California Family Rights Act (CFRA), is no picnic either. Though these laws were designed to champion family values, they can contribute mightily to instability in your workplace.

These are laws that allow your workers to be absent from the job for nearly a quarter of the year. And the "intermittent leave" provision of both laws lets employees request—often without a lot of warning or notice to the HR department—whatever time periods they feel they need. One attorney, whose firm bills in 6-minute increments, demanded 6-minute FMLA leaves. The courts upheld her right to have them.

Add to this the laws' overlap with the federal Americans with Disabilities Act (ADA) and California's Fair Employment and Housing Act (FEHA), plus the existence of paid family leave in California, and you've potentially got one big mess on your hands.

Let our experts—both experienced California employment law attorneys—clear up the confusion for you. Join us on Oct. 23 for an in-depth 90-minute audio conference. Our speakers will explain, in plain English, the most common FMLA/CFRA mistakes employers tend to make, and how to avoid these missteps. They'll also unravel the mystery of intermittent leave and how to properly administer it.

YOU AND YOUR COLLEAGUES WILL LEARN:

• The aspects of FMLA/CFRA that cause the most confusion for California employers these days
• How to manage unscheduled intermittent leave requests—and minimize workplace disruptions—without violating the rules
• When (and if) you're required to designate a worker's leave as FMLA/CFRA-related
• What truly constitutes a "serious health condition" under the current regulations
• Critical steps you should take when dealing with medical verifications and certifications from employees requesting FMLA/CFRA leave
• When your employees may substitute paid leave for unpaid FMLA/CFRA leave
• How far you're legally required to go to accommodate unforeseeable leave (and what happens when workers have exhausted their FMLA/CFRA leave but still need time off)
• What to do when FMLA/CFRA conflicts with other federal and state laws, such as ADA/FEHA and workers' comp
• How to stay out of trouble when when you transfer an employee on FMLA/CFRA leave to a different position

ABOUT YOUR SPEAKERS:

Sandra Rappaport, Esq., is a partner in the labor and employment section of Hanson Bridgett Marcus Vlahos and Rudy LLP, in the firm's San Francisco office. She regularly defends and counsels employers on a wide range of employment matters. She also routinely drafts employment-related documents, such as personnel policies as well as employment, separation, and confidentiality agreements. She earned her law degree from the University of California, Hastings College of the Law.

Mary L. Topliff, Esq., founded The Law Offices of Mary L. Topliff in San Francisco in 1997. She specializes in employment law counseling, training, and compliance, with a focus on practical, proactive solutions to employee relations issues. Topliff regularly advises business owners and human resources professionals on all aspects of workplace issues, from harassment prevention and exempt/nonexempt job classifications to disability accommodations and leaves of absence, among many other topics. She has held leadership positions within several state and local human resource organizations. She received her law degree from The Ohio State University School of Law.

Approved for Recertification Credit

This program has been approved for 1.5 recertification credit hour toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

How Do Audio Conferences Work?

An audio conference is remarkably cost-effective and convenient. You participate from your office using a regular telephone. You have no travel costs and no out-of-office time.

Plus, for one low price you can get as many people in your office to participate as you can fit around a speakerphone.

Because the conference is live, you can ask the speakers questions'either on the phone or via e-mail.

With your registration, you also receive conference materials with additional practical information from California Employer Advisor sent to you via e-mail shortly before the conference.

Why You Can Sign Up To Attend This Event with Confidence

As with all California Employer Advisor products, you're completely protected. If for any reason you are unsatisfied with this audio conference, simply let us know and we will return your entire registration fee.