FMLA/CFRA/PDL MythBusters: Managing Employees Leave And Possible Abuse
Diane L. Dee, President, and Founder of Advantage HR Consulting, LLC is a senior Human Resources professional with over 30 years of experience in the HR arena. Diane’s background includes experience in HR consulting and training & administration in corporate, government, consulting, and pro bono environments.
Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR Consulting provides comprehensive, cost-effective Human Resources solutions for small to mid-sized public and private firms in the greater Chicagoland area. Diane also develops and conducts webinars on a wide variety of HR compliance and administrative topics for various training firms across the country. Additionally, Diane is the author of multiple white papers and e-books addressing various HR compliance topics.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR and SHRM-SCP certification. Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
Employers often struggle with abuse and fraud of protected leaves such as those granted by the Family & Medical Leave Act (FMLA), the California Family Rights Act (CFRA), and the Pregnancy Disability Leave Act (PDL). They feel uncertain how they can avoid complex leave issues while protecting their own financial and business needs. The overlap between these pieces of legislation is often confusing and seemingly complicated. All three pieces of legislation provide ways in which an employer can identify an employee’s need for leave while vigilantly remaining alert to potential leave abuse.
Employers need to be savvy about what they can and cannot do with respect to these leaves while, at the same time, remaining compliant. Attendance at this webinar will help clear up the confusion and will assist participants in gaining the confidence they need to administer these leaves while remaining vigilant to incidents of abuse and fraud.
- Understanding the provisions and differences of the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), and the Pregnancy Disability Leave Act (PDL)
- How FMLA, CFRA & PDL interact & intersect
- Successfully navigating the overlap between the FMLA, CFRA & PDL
- Can FMLA, CFRA & PDL run concurrently?
- Steps to take when an employee fails to return from an FMLA/CFRA/PDL leave
- Responding to red flags: frequent time off before & after the weekends, social media posts, etc
- What information employers may request & require from employees
- Properly documenting the transition from one leave type to the next
- Disciplining employees who have fraudulently submitted medical documents, abused their leave, or who were already under-performing before they requested leave
- Denying leave based on non-compliance with medical certification requests
- “Curing” medical documentation that is vague or ambiguous
Course Level - Intermediate
Who Should Attend
- California Employers
- Human Resources Staff
- Executives & Payroll Staff