Stop FMLA/CFRA Abuse: Tips for Combating Fraudulent Call-Ins and Monday/Friday Syndrome at Your Workplace

California Employer Resources Webinar

Wednesday, March 14, 2012
10:30 a.m. to Noon Pacific

Order Option       Price   1. Live Conference       $219       2. Live Conference + CD Recording       $299       3. CD Recording Only       $219

When an employee presents a medical certification stating “time off as needed,” you may cringe. That's an understandable reaction considering that note could become the thorn in your side the employee takes intermittent leave under FMLA, but chooses to abuse the time off by repeatedly calling out.

Sometimes the writing is on the wall, such as those patterns of Monday/Friday absences and midday doctor’s appointments. Some abuses may be more subtle, but regardless of what the employee is doing to work the system, the question is what you, as the employer, can legally do about it.

The good news is there are several tactics you can use -- from switching to the rolling-year calendar to aggressively, uniformly, and consistently enforcing their call-in procedures with regard to the entire workforce and scrutinizing those medical certifications -- to make sure they provide the information necessary to designate an absence as protected leave.

Participate in this interactive webinar, and you'll learn:

• How to avoid inadvertently sparking retaliation or interference claims when investigating FMLA/CFRA Fraud
• Whether your internal policy can require an employee to request protected leave time off in writing
• Questions you should ask every employee who calls in sick and the limits California places on what you can ask
• When you can deny family and medical leave because the employee hasn’t followed your established call-in procedures
• The legal line California law places on checking in with employees who are out on leave
• Your rights and obligations concerning medical certifications and re-certifications
• Restrictions on conducting surveillance of CFRA-protected employees
• Whether spotting a CFRA-protected employee at the mall or another location outside of his home is sufficient grounds for discipline
• What your moonlighting policy should state, so you can legally prevent employees from working second jobs while out on leave
• How to avoid inadvertently sparking retaliation or interference claims when investigating FMLA/CFRA Fraud

In just 90 minutes, you'll learn everything you need to know about stopping leave abuses without risking a costly lawsuit. Register now for this informative event especially for California HR professionals

About your Speaker:

Attorney Kristine E. Kwong is a partner in the Los Angeles office of law firm Musick, Peeler & Garrett, LLP. She advises and counsels clients on a wide range of business and employment issues, including disability claims and accommodations, wage and hour matters, noncompete and restrictive covenant agreements, executive compensation packages, and other legal concerns for employers.

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). This program is also a California-specific continuing education activity for PHR-CA and SPHR-CA recertification. 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 credit.

The California Employer Resources is an approved MCLE Multiple Activity Provider, and this program has been approved for 1.5 hours of MCLE credit by the State Bar of California. For more information, please contact our customer service department at (800) 695-7178.

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