One of the most frequent complaints by human resources professionals is that they often do not hear about an employee’s need for FMLA until after the fact. The breakdown in communication can be caused by a lack of front-line manager’s understanding about the organization’s FMLA compliance obligations. Since front line managers are often the first to hear about an employee’s serious health condition, it is critical that the managers have a strong fundamental understanding of the FMLA and know how to proceed.
- Job Knowledge
- Cultural Awareness
- Talent Management
- Problem Solving and Making Decisions
• Their role in the organization’s FMLA compliance program.
• How easily an employee can provide notice of FMLA.
• How to recognize an employee’s possible Serious Health Condition. How to manage performance issues for an employee on FMLA.
• Use of intermittent FMLA.
• The implications of stray comments about the FMLA.
• Prohibition against retaliation for taking FMLA
In-Person / Online
$130/per person**Group pricing available for teams