The wait is over: The long-awaited (or dreaded, depending on your viewpoint) changes to the Family and Medical Leave Act have been finalized and will take effect January 16, 2009.
That’s not a lot of time to get ready. No time at all, in fact, when you consider that the changes affect many key areas of FMLA, including notice requirements, medical certification, and the definition of “continuing treatment” of a serious health condition.
Order this in-depth audio conference recording all about the new changes to FMLA and what you need to do now to get ready.
You and your colleagues will learn:
- In plain English, what’s changed and what you need to do in response
- The new rules on medical certifications and doctor visits for employees with chronic medical conditions
- How to interpret and apply both the new and previously released changes that apply to military families
- When, under the new rules, you’re allowed to ask for a “fitness-for-duty” evaluation
- The new restrictions on your supervisors, which were designed to enhance employee privacy
- What the new changes mean for your perfect attendance programs
- What you can do – and what you should never do – when reviewing and investigating potential FMLA abuses by your workers
- The changes to the notice requirements – and why they’re considered good news for employers
- The steps you should take right now to prepare for the January 16 deadline
This audio conference wil be recorded on Friday, January 9, 2009
About Your Speaker:
Nancy M. Cooper, Esq., is a partner in the Labor & Employment group at the Portland, Oregon, office of law firm Garvey Schubert Barer. A former business owner, Cooper brings her experience and insight to the unique employment issues faced by companies and uses a practical approach to dealing with those issues. She provides employers with labor and employment counsel, including crafting and negotiating executive compensation packages, contracts, non-competition and confidentiality agreements, and dealing with personnel management issues. Her experience includes representing both public and private sector companies, as well as employers in the healthcare industry.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours 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. 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.
