If the Department of Labor (DOL) takes an interest in investigating your organization’s Family and Medical Leave Act (FMLA) practices, watch out! Should they uncover systemic FMLA problems, your company could be on the hook for high-priced penalties.
The best defense lies in conducting your own FMLA self-audit and correcting any problems before a DOL investigation or employee lawsuit arises. But what should you be looking at? How do you get started? And, most importantly, what should you do if your FMLA audit leads to more questions than answers, such as:
- Should we be keeping paper FMLA files, or are electronic records sufficient?
- How much oversight should we really be giving to a third-party leave-management administrator?
- What’s required on the FMLA report used to track FMLA leave?
- How should we respond if we uncover problems?
Join us on March 28 to learn how to conduct a thorough FMLA self-audit, featuring live Q&A with a skilled employment attorney.
- The importance of understanding FMLA requirements and recent updates
- Why conducting a FMLA self-audit is always a smart maintenance move
- What your audit should cover and what the DOL will look for during a FMLA investigation—including FMLA recordkeeping, training, leave procedures, and more
- Why training employees in FMLA compliance is essential—and pointers on how to ensure that managers know the proper steps to take to respond to requests, returns to work, etc.
- Why communicating your FMLA leave policy—and having a policy readily available—is so important How to ensure that your FMLA forms are up-to-date and compliant
- The importance of proper FMLA-related correspondence How to ensure that you’re following recertification guidelines within the proper timeframe
YOUR EXPERT INSTRUCTOR
Todd Ewan is a partner in the firm's Philadelphia office. Mr. Ewan's practice focuses on defending employment-related claims in federal, state, and administrative venues as well as advising clients on statutory compliance issues. He is routinely involved in cases in which discrimination based on race, gender, age, disability, national origin, and/or religion have been alleged as well as cases in which former employees have claimed sexual harassment, breach of employment contract, defamation, and wrongful termination.
Additionally, Mr. Ewan provides training and guidance to employers with respect to complying with employment statutes including the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), Title VII, the Family and Medical Leave Act (FMLA), and the Fair Labor Standards Act (FLSA). Clients also ask him to prepare employee handbooks, personnel policies and procedures, employee contracts and separation agreements, and to provide seminars to employees regarding statutes and/or policies with which they need to be familiar.
Mr. Ewan frequently speaks about topics related to labor and employment laws. He was recognized in Pennsylvania Super Lawyers – Rising Stars in 2006 and 2007. He was also selected for inclusion in The Best Lawyers in America in 2017.
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.