Employer Resource Institute Webinar

Tuesday, April 6, 2010
10:30 a.m. to Noon Pacific

Order Option       Price   1. Live Conference       $219       2. Live Conference + CD Recording       $299       3. CD Recording Only       $219

Tracking and administering intermittent leave under the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) is extremely tricky. It's no wonder why: You have to make sure employees have met the requisite cumulative 12 months of service and 1,250 hours worked in the year prior to the leave, and that's just for starters. Then you need to determine when leave entitlement arises: When you learn of the request for leave, or when the first absence relating to a medical condition occurs?

Meticulous recordkeeping is a must so you can properly calculate partial-day absences that often occur when employees need to attend doctors' appointments or to care for family members with health problems that may or may not fall within the very explicit definition of "serious health condition" under the law.

As if that's not enough, you must know what "leave year" your organization uses (calendar, fiscal, or rolling 12-month period) and then accurately calculate the amount of leave-time remaining for a given leave year, and make sure that if you deny a request for leave that you're got a legal leg to stand on. You also need to figure out whether multiple leaves are running concurrently or consecutively, and take into account the nit-picky distinctions between California and federal laws.

And getting any one part of this process wrong, even through an innocent mistake, can cost you big.

Join us on April 6 for an in-depth, 90-minute, interactive webinar—specifically for California employers—all about mistakes you can't afford to make when handling intermittent leave-related issues. Our expert will identify the real-life situations that could cause the most grief and give you practical insight on how to ensure that you are in compliance with federal law when tricky scenarios arise. You'll learn:

• Best practices for retroactively designating absences to count as FMLA/CFRA leave
• Common mistakes to avoid when calculating the amount of leave available for the rolling leave year
• How often you can ask for medical update when a current certification states that an employee is incapacitated for an undetermined period of time
• Errors in judgment you don't want to make concerning requests for leave due to chronic conditions, such as migraines
• The potential risks for retaliation claims stemming from the denial of job-protected leave and best practices for handling return-to-work issues following leave
• When it's safe to deny a request for intermittent leave
• How to prevent leave abuses without opening yourself up to liability
• When transferring workers or assigning them to alternative positions is a legally viable option
• The key distinctions between FMLA and CFRA you need to keep in mind

About Your Speaker:

Patricia S. Eyres, Esq., is a labor and employment lawyer at Stuart Baron & Associates, LLP, in Los Alamitos. She focuses on helping employers manage disability discrimination issues for both workers' comp and non-occupational disabilities. As president of Litigation Management & Training Services and CEO/Publisher of Proactive Law Press, LLC, Eyres trains managers and supervisors on how to recognize risks, prevent lawsuits, and maintain defensible documentation. She has earned a Certified Speaking Professional designation, the international measure of platform excellence for professional speakers.

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). This program is also a California-specific continuing education activity for PHR-CA and SPHR-CA recertification. For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCI's criteria to be pre-approved for recertification credit.

The Employer Resource Institute is an approved MCLE Multiple Activity Provider, and this program has been approved for 1.5 hours of MCLE credit by the State Bar of California. For more information, please contact our customer service department at (800) 695-7178.

Bonus Offer

As an additional benefit, you will receive a no-risk trial subscription to Employment Law Compliance for California Supervisors when you register for this webinar (or purchase a CD recording). Each month, you'll receive copies of the current issue to share with your front-line supervisors. 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.)

How Do Webinars Work?

A webinar is remarkably cost-effective and convenient. You participate from your office, using a regular telephone and a computer with an Internet connection. 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 and a computer screen.

Because the conference is live, you can ask the speakers questions - either on the phone or via the webinar interface.

You will receive access instructions via e-mail several days before the event. You don't need any additional materials before the webinar starts. Your conference materials will be available for you to view, print, and download when you log in to participate in the event.

Why You Can Sign Up To Attend This Event with Confidence

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