The COVID-19 pandemic has increased the need for employee leave, either to care for themselves or family members. Not all states have Paid Family Leave laws. Some employees will need more leave than state/local paid sick leave laws to provide and may qualify for leave under FMLA or as an accommodation of a disability.

Occasionally you get one or a few employees, who either game the system or who start out with a legitimate leave request but somewhere along the way, start to take advantage.

Leave abuse in one way or another will impact your company’s bottom line. Whether immediate or eventual, decreased productivity will be one of the first effects—and decreased productivity usually means decreased revenue. Often it also leads to lower morale amongst your other employees, which can impact your company’s ability to attract and retain good talent. That too, impacts your company’s bottom line.

Taking a proactive approach to managing employee leave can significantly decrease the risk of leave abuse, increase the ability to attract and retain good talent and increase your bottom line.

• Defining Leave Abuse
• Common Ways Employees Abuse Leave Time
• Determining Eligibility
• Using eligibility criteria
• Certifications, notice requirements and call-in procedures to manage leave
• Documentation
• Reasonable Accommodations under the ADA/ADAAA
• Alternatives to leave as tools for curbing FMLA Abuse
• Investigations of Suspected Leave Abuse
• Intermittent leave
• Leave and COVID concerns
• Legal Defenses
• Other tools for curbing leave abuse


 

Suppose one or more of your employees has taken a leave of absence, and your company or department is buckling under the added stress—and you suspect that one or more of those employees may be taking advantage, and may not really be in need of family or medical leave – or may even not be entitled to it. What if one or more of your employees asks for intermittent leave? Administration of continuous leave can be challenging enough. Intermittent leave presents its own administrative challenges. With the continuing pandemic, more employees are in need of or looking for time off from work. How do you keep track of everything and ensure that your employees are abusing their leave? You can curb employee leave abuse. But how do you do it? Don’t despair!

This webinar will help you get a working knowledge of how you can minimize your company’s exposure to employee abuse of family and medical leave – be it under the FMLA, ADA, or workers’ comp. or other applicable family and medical leave laws.


 

• Business Owners
• H.R. Managers and Directors
• H.R. Generalists
• Leave Administrators
• Benefits Administrators
• CEO’s
• Senior Managers
• Front-Line and Middle Managers


 

SPEAKER

Janette Levey Frisch

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Janette S. Levey, “The Employer’s Lawyer” has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law.

Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits.

Janette works with employers on most employment law issues, to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer.

Janette has served on the Workplace Violence Prevention Institute, a multidisciplinary task force dedicated to providing proactive, holistic solutions to employers serious about promoting workplace safety and preventing workplace violence.

Janette currently serves as an Advisory Board Member for Child and Family Resources of Morris County, New Jersey.

Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Addressing and Preventing Employee Leave Abuse, Pre-Employment Screening among many, many others.

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