2021 FMLA/CFRA Virtual Master Class: Advanced Skills for Employee Leave Management

October 12-13, 2021 | 12:00 p.m. to 3:30 pm. EST daily | Virtual

Register Today

Overview

Attention California employers: There are new bills working their way through the legislative process that could turn your leave management efforts upside down. These two Assembly Bills, pending in the California Senate, would expand the scope of the CFRA and also what constitutes “sick pay.”

For instance, California Assembly Bill 1033 (AB 1033) would expand the definition of “family care” and “medical leave” to include care for a parent-in-law.

While California Assembly Bill 1041(AB 1041) would significantly expand the scope of the act by including “family member” to include a “designated person.” Specifically, a “designated person” would mean a person identified by the employee at the time the employee requests family care and medical leave.

AB 1041 would therefore expand the population that an employee can take leave to care for to include any other individual related by blood or whose close association with the employee is the equivalent of a family relationship. The bill would authorize an employer to limit designation of a person, as prescribed.

Both of these bills are currently pending in the Senate, but if they pass, you’ll definitely want to be prepared ahead of any pending changes. And managing leave under the FMLA already has its challenges, throwing in new laws will only add to the confusion.

Employers must ensure that all HR staff and all managers who deal with employee leave requests are well-versed in the finer details of FMLA/CFRA-related leave. Administering leave can be made easier if you have a clear procedure that employees understand and can easily utilize when the need for leave arises.

Additionally, HR professionals must understand the various forms and deadlines for remaining compliant under the FMLA/CFRA, in addition to other federal laws like the Americans with Disabilities Act (ADA), and workers’ compensation claims.

Become a master of the FMLA/CFRA and simplify your leave program after attending our brand new FMLA virtual master class for California employers, where you’ll learn:

  • How to determine CFRA eligibility quickly and easily,
  • What qualifies as a serious health condition,
  • Tips and guidance for “gray area” conditions, including multiple concurrent conditions,
  • The “do’s and don’ts” of return-to-work certifications,
  • Handling suspected FMLA/CFRA abuse without running afoul of the law,
  • How to manage intermittent and reduced-schedule leave,
  • How the FMLA, CFRA, and the ADA interact,
  • And more!

Industry Leading Speakers

Agenda At A Glance

October 12, 2021
12:00 p.m. – 12:05 p.m.
Presenter Introduction
12:05 p.m. – 12:50 p.m.
FMLA/CFRA Eligibility: Getting It Right
12:50 p.m. – 1:05 p.m.
Break
1:05 p.m. – 1:55 p.m.
Managing Serious Health Conditions and Medical Certifications
1:55 p.m. – 2:10 p.m.
Break
2:10 p.m. – 3:00 p.m.
Meeting FMLA/CFRA Deadlines: Notification, Curbing Abuse, and Preventing Claims
3:00 p.m. – 3:30 p.m.
Q&A with Presenter
3:30 p.m.
Closing Remarks
October 13, 2021
12:00 p.m. – 12:50 p.m.
Mastering the Tough FMLA/CFRA Issues
12:50 p.m. – 1:05 p.m.
Break
1:05 p.m. – 1:55 p.m.
All Together Now: Coordinating FMLA with ADA, Workers’ Comp, and State Family Leave Laws
1:55 p.m. – 2:10 p.m.
Break
2:10 p.m. – 3:00 p.m.
Applying Your Knowledge
3:00 p.m. – 3:30 p.m.
Final Questions and Closing