| When an employee misses work, it is the employer’s responsibility to determine whether FMLA applies. If it does, the employee must be notified in writing, and written designation generally can’t be done retroactively! |
| FMLA’s usage is on the rise, and more and more employees are enforcing their rights through the courts. You can’t afford not to know the rules! Our FMLA Training & Certification Program will help you understand how to comply with all of the FMLA’s complicated notice and designation requirements. And, it includes an optional test for those who wish to earn a Certified FMLA Administrator designation. |
| Each section is easy to navigate, and facilitates learning through the use of lesson goals, knowledge checks, and end of lesson quizzes. And, because it’s not good enough to just know the rules, our administrative tips provide practical information to help you apply the technical requirements to real life situations. The "Bookmark" feature allows you to proceed through the Program at your own pace and, if desired, to return to previously read material. |
| When you complete the FMLA Training & Certification Program, you will be able to: |
- Distinguish between the family leaves and medical leaves and know which are or are not subject to the law.
- Identify what constitutes a "serious health condition".
- Determine when an employee on intermittent leave has used up his or her "12 weeks".
- Understand the different considerations for determining a leave year, and the advantages and disadvantages of each approach.
- Develop notices that comply with the various technical requirements of FMLA.
- Comply with the DOL’s employment restoration and benefit protection rules.
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| The Program is also available with access to our E-Alert update service. This service emails you regulatory changes and court case updates to help you stay current. |
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