Family Medical Leave Act (FMLA) compliance critical for employers, and this webinar focuses on one key aspect of this complex regulation (non-chronic/short term illnesses).
Companies that are covered under the FMLA are required to comply with the law, which requires them to provide eligible employees with up to twelve weeks of job protected leave under a few specific circumstances, including their own serious health condition or to care for an immediate family member with a serious health condition.
There are a number of ways that a condition can meet the definition of a serious health condition, and the requirements are different for chronic and non-chronic (short-term) illnesses. The concept of “serious health condition” for non-chronic (short-term) illnesses is very specifically defined, and that is the focus of this webinar.
This training program focuses specifically and solely on clarifying the circumstances under which non-chronic (short-term) illness can meet the definition of “serious health condition” under the FMLA. It does not cover chronic illnesses or other aspects of FMLA compliance.
Who Will Benefit:
- HR professionals
- Benefits Administrators
- Leave Administrators
- Business Owners
Areas Covered in the Session :
- Clear definitions of and compliance considerations for key FMLA terminology required to fully understand requirements for non-chronic/short term illnesses:
- Covered employer: Does your company meet the definition?
- Eligible employee: Is the employee eligible for FML?
- Child/parent/spouse: Whose non-chronic illnesses qualify an eligible employee to take FML under the current definitions of child/parent/spouse
- Specific requirements for a non-chronic (short-term) illness to meet the definition of “chronic” health condition under the FMLA”
- Period of incapacity: What is the timeframe requirement?
- Healthcare provider: What constitutes a visit to a healthcare provider?
- Continuing treatment: What does it mean to be put on a regiment of continuing treatment?
- Extenuating circumstances: What extenuating circumstances must be taken into consideration?
- Practical compliance considerations for employers regarding non-chronic conditions covered under FMLA
- Example illustration of a non-chronic (short-term) illness that meets the definition of “serious health condition” for FMLA compliance purposes
- Important considerations for this complicated area of compliance