What is the Family Medical Leave Act (FMLA)?

FMLA is a U.S. federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons, while maintaining group health insurance coverage.

Who is eligible for FMLA leave?

Employees are eligible if they have worked for a covered employer for at least 12 months, have completed at least 1,250 hours of service in the 12 months before the leave, and work at a location with 50 or more employees within a 75-mile radius.

What are the qualifying reasons for FMLA leave?

Qualifying reasons include the birth or adoption of a child, caring for a spouse, child, or parent with a serious health condition, the employee's own serious health condition, or specific military family leave situations.

How much leave can an employee take under the FMLA?

Eligible employees can take up to 12 weeks of leave in a 12-month period. Military caregiver leave allows for up to 26 weeks in a single 12-month period.

Are employees paid during FMLA leave?

FMLA leave is unpaid. However, employees can choose, or employers may require, the use of accrued paid leave, such as vacation or sick leave, during FMLA leave.

How does FMLA leave work for the birth or adoption of a child?

FMLA leave can be taken for the birth, adoption, or foster care placement of a child within one year of the event. Both parents are eligible for FMLA leave.

Can FMLA leave be taken intermittently or on a reduced schedule?

Yes, when medically necessary, FMLA leave can be taken intermittently or on a reduced schedule. For the birth or adoption of a child, intermittent leave must be approved by the employer.

What are the notice and certification requirements for employees taking FMLA leave?

Employees must provide at least 30 days' notice for foreseeable leave or as soon as practicable. Employers can require medical certification to support the need for leave due to a serious health condition.

Are employers required to maintain health insurance coverage during FMLA leave?

Yes, employers must maintain the employee's existing group health insurance coverage during FMLA leave under the same terms and conditions as if the employee had not taken leave.

What are the job restoration rights under FMLA?

Upon return from FMLA leave, employees must be restored to their original job or an equivalent job with equivalent pay, benefits, and other terms and conditions of employment.

Can an employer deny FMLA leave?

An employer can deny FMLA leave if the employee does not meet eligibility requirements or fails to provide sufficient notice or certification. However, employers cannot deny FMLA leave for eligible employees with a qualifying reason.

What are the employer's record-keeping requirements for FMLA?

Employers must maintain records related to FMLA leave, such as dates and hours of leave taken, copies of FMLA notices, and documents describing employee benefits and policies.

How does FMLA interact with other state or employer-provided leave policies?

FMLA does not supersede any state or local law or collective bargaining agreement that provides greater family or medical leave rights. Employers can also provide additional leave policies beyond what FMLA requires.

Mar 27 2021

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2-Day FMLA, ADA and PDA Certificate Programs

Mike Penn (Admin)

2-Day FMLA, ADA and PDA Certificate Program

Our comprehensive 2-Day FMLA, ADA, and PDA Certificate Program equips you with essential knowledge of these critical employment laws. Gain a thorough understanding of FMLA, ADA, and PDA requirements and best practices, ensuring you can confidently navigate and comply with these complex regulations.

Upon completion of this 2-Day Certificate Program, you will have a solid understanding of FMLA, ADA, and PDA laws, enabling you to effectively manage employee leaves and accommodations. You will also be better equipped to handle challenging situations, reduce the risk of litigation, and ensure your organization remains compliant with these critical employment laws.

Upcoming Start Dates:

Oct

2-Day FMLA, ADA and PDA Certificate Program (Starts 10-12-2023)

Dec

2-Day FMLA, ADA and PDA Certificate Program (Starts 12-18-2023)

Jan

2-Day FMLA, ADA and PDA Certificate Program (Starts 1-08-2024)

Feb

2-Day FMLA, ADA and PDA Certificate Program (Starts 2-20-2024)

Apr

2-Day FMLA, ADA and PDA Certificate Program (Starts 4-1-2024)

* All of the live sessions are recorded and made available the next day in case you have to miss one or you want to listen to it again.

Key Learning Objectives

☑	Master the history and key aspects of the FMLA, ADA, and PDA.
☑	Identify covered employers and eligible employees under the FMLA.
☑	Understand qualifying events and serious health conditions under the FMLA.
☑	Explore FMLA leave types and certification requirements.
☑	Learn about ADA, its definitions, and compliance obligations.
☑	Dive into the interactive process and reasonable accommodations under the ADA.
☑	Gain insights from important FMLA and ADA cases.

Why Attend?

☑	Enhance your understanding of FMLA, ADA, and PDA to ensure compliance.
☑	Learn best practices for managing employee leaves and accommodations.
☑	Gain insights from case studies to avoid potential pitfalls.
☑	Receive a comprehensive toolkit to document the interactive process.
☑	Network with fellow professionals and share experiences.

Who Should Attend?

☑	HR professionals
☑	Managers and supervisors
☑	Compliance officers
☑	Business owners
☑	In-house counsel
☑	Employee benefits professionals
☑	Consultants