BEGIN:VCALENDAR VERSION:2.0 PRODID:icalendar-ruby CALSCALE:GREGORIAN BEGIN:VEVENT DTSTAMP:20240329T063653Z UID:c8be94b3-1b36-4b92-8926-0d0c848dd7a1 DTSTART:20210122T073000 DTEND:20210123T073000 CLASS:PRIVATE DESCRIPTION:
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\n\nMorning Focus: Master FMLA Essentials to M ake Sure Your Knowledge Foundation is Up to Date Afternoon Focus: FMLA Com pliance Scenarios and Case Studies for Real-World Application
\n\nLu nch is included with your registration!
\n\nThink employee leave man agement is a one-time policy issue? Be careful! New and confusing regulati ons\, conflicting court decisions\, and increasing employee abuse of FMLA protections means family and medical leave will remain one of HR&rsquo\;s biggest management headaches.
\n\nTo help you master your obligation s and avoid costly penalties\, the publisher of Texas Employment Law Lette r has crafted a cost-effective and engaging solution: 2021 FMLA Master Cla ss: Texas- Advanced Skills for Employee Leave Management. This intensive d ay-long workshop provides the comprehensive knowledge you need to master r eal-life issues. An experienced Texas attorney will provide substantive in struction on FMLA compliance in light of new and existing regulations\, co urt rulings\, and application of this far-reaching law. You&rsquo\;ll enga ge with your instructor and your peers\, solving challenges you face day i n and day out concerning intermittent leave\, return to work\, employee pe rformance\, and much more.
\n\nThis event teaches employee leave man agement essentials while instilling the confidence you need to make the ri ght coverage calls\, control abuse and fraud\, answer the toughest questio ns from employees and your executive colleagues\, and avoid the expensive missteps that have devastated other employers.
\n\nYou&rsquo\;ll enh ance your advanced-practitioner skill set when you attend this satisfactio n-guaranteed event and learn:
\n\nHow to judge a serious health cond ition the way judges do\, and eliminate disputes about what does and doesn &rsquo\;t constitute it The latest FMLA revisions\, so you don&rsquo\;t ri sk noncompliance What recent FMLA court decisions really mean\, so you can adjust your policies accordingly Where FMLA recordkeeping trips up even t he savviest human resource managers\, and some solutions to avoid similar mistakes How to tame the intermittent leave and reduced schedule beasts\, and put a stop to abuse and fraud How FMLA\, ADA\, and workers&rsquo\; com p laws overlap\, so you can avoid violations And more!
\n\nRegistratio n 7:30 a.m.&ndash\;8:30 a.m.
\n\nPart I&mdash\;Mastering FMLA Fundam entals
\n\nFMLA Eligibility: Granting Leave When It&rsquo\;s Due and Getting It Right 8:30 a.m.&ndash\;9:00 a.m. Could you be missing critical first steps in managing FMLA leave&mdash\;determining employee eligibilit y? A defined\, consistent process helps you not only deny leave when emplo yees don&rsquo\;t qualify\, you&rsquo\;ll grant leave for a period that is reasonable and necessary when they do. In this opening session\, gain new insights on eligibility determinations and recent trends and developments affecting leave. You&rsquo\;ll be armed to adjust policies and practices in 2021 to ensure compliance with the changing regulatory\, legal\, and pr actical landscape. You&rsquo\;ll learn:
\n\nHow to determine FMLA el igibility quickly and easily How the FMLA rules and related court decision s define who qualifies as a covered family member How to coordinate leave for workers caring for adult children Rules related to determining in loco parentis status How to coordinate state and federal leave when definition s of &ldquo\;covered family member&rdquo\; differ
\n\nManaging Serio us Health Conditions and Medical Certifications 9:00 a.m.&ndash\;10:00 a.m . At the heart of many FMLA leave requests is the serious health condition . The regulations do offer some guidance and allow you to require medical certification\, yet there are a multitude of reasons for needing time off. Assessing those reasons requires keen judgment\, and this session will sh ow you how to make the right call. You&rsquo\;ll learn about:
\n\nIl lnesses and injuries that may be serious health conditions -- even though the regulations say they generally aren&rsquo\;t How many health condition s it takes to be &ldquo\;serious&rdquo\; What to do if a medical certifica tion is incomplete or unclear Your options if an employee or doctor doesn& rsquo\;t cooperate with obtaining the required certifications When you may require employees to provide recertification of a serious health conditio n The &ldquo\;do&rsquo\;s and don&rsquo\;ts&rdquo\; of return-to-work cert ifications
\n\nBreak 10:00 a.m.&ndash\;10:15 a.m.
\n\nMeeting FMLA Deadlines: Notification\, Curbing Abuse\, and Preventing Claims 10:15 a.m.&ndash\;11:00 a.m. FMLA is ruled by deadlines for giving and receivin g information\, for measuring how much leave has been taken\, and for dete rmining how much leave employees have remaining in a given year. A good gr asp of timing rules&mdash\;and learning how to monitor other key areas of FMLA usage&mdash\;can help you prevent abuse of FMLA entitlements and fend off litigation. This session covers:
\n\nHow to give the four kinds of FMLA notices&mdash\;on time and on point What to do if an employee ref uses FMLA designation Selecting the best type of FMLA leave year for your organization Counting holidays that fall during leave Rules regarding &ldq uo\;making up&rdquo\; FMLA leave Handling suspected FMLA abuse without run ning afoul of the law How to manage employee leave without risking claims of interference How to legally discharge employees who are on or just retu rned from FMLA leave
\n\nMastering Tough FMLA Issues 11:00 a.m.&ndas h\;12:15 p.m. It&rsquo\;s one thing to understand FMLA rules\, but another thing entirely to apply them in the real world. For example\, intermitten t leave seems pretty straightforward\, but what about temporary light-duty positions and fluctuating work schedules? Reinstatement after leave? How do you handle an investigation by DOL? This session will show you:
\n\nHow to manage intermittent and reduced schedule leave How to handle lea ve duration How to calculate leave for fluctuating work schedules Rules on substitution of various types of paid leave for FMLA leave When employees have job reinstatement rights and when they do not Tips on how to effecti vely manage an FMLA investigation by the DOL
\n\nNetworking Power Lu nch (included with your registration) 12:15 p.m.&ndash\;1:15 p.m.
\n\n< p>All Together Now: Coordinating FMLA with ADA\, Workers&rsquo\; Comp\, an d State Family Leave Laws 1:15 p.m.&ndash\;2:30 p.m. FMLA seems pretty com prehensive\, but it&rsquo\;s not the only law that applies when employees need time off for their own serious health condition\, to care for a famil y member\, or for other reasons. You need to know when other laws create d ifferent obligations&mdash\;and how their requirements work in tandem with FMLA. In this session we&rsquo\;ll cover:\n\nHow FMLA and ADA inte ract Why FMLA serious health conditions are more likely to qualify as disa bilities under the ADAAA When you should offer leave as a reasonable accom modation under the ADA\, including a discussion of ADA leave cases and age ncy guidance How to offer accommodations other than leave without violatin g FMLA When you can require employees to take FMLA leave concurrently with workers&rsquo\; comp leave Recent developments in state leave laws\, incl uding paid sick leave\, family leave\, pregnancy accommodation\, and other trends
\n\nBreak 2:30 p.m.&ndash\; 2:45 p.m.
\n\nPart II&mdas h\;Intensive Workshop Addressing the Real-Life Application of FMLA Rules\, DOL Regulations\, and Court Rulings
\n\nApplying Your Knowledge 2:4 5 p.m.&ndash\;4:00 p.m. In this highly interactive portion of the FMLA Mas ter Class\, your faculty of labor and employment attorneys will walk you t hrough a series of scenarios illustrating real-life FMLA issues that stump even the most seasoned of HR practitioners. You&rsquo\;ll discuss case-st udies with the lawyers and fellow attendees to determine the correct cours e of action\, based on the facts and FMLA compliance principles.
\n\nRecent court rulings\, long-standing precedent\, DOL interpretations\, op inion letters\, and regulations&mdash\;as well as the trainers&rsquo\; own experiences in advising clients&mdash\;are interwoven into this engaging afternoon workshop to provide actionable guidance on tricky FMLA challenge s facing HR and employers in 2021. We&rsquo\;ll dive deep into:
\n\n1. Medical certifications and what to do when:
\n\nCertification sub mitted by employee is not sufficient Employee does not return the certific ation Employee refuses to update the certification if need for leave chang es Employee does not submit fitness-for-duty certification at end of leave
\n\n2. Intermittent leave
\n\nCertification of need for inter mittent leave Specific information on when leave is needed\, expected freq uency and duration What to do if an employee uses more leave than expected Abuse of intermittent leave (Mondays and Fridays\, before and after holid ays)
\n\n3. Reduced schedule leave
\n\nCertification and speci fic information on reduced hours\, expected duration Updating certificatio n Tracking leave time
\n\n4. FMLA during holidays and shutdowns
\ n\nHow to count FMLA leave during holidays Administering FMLA leave dur ing extended plant or office shutdowns Determining whether an employee on FMLA leave during holidays is entitled to holiday pay
\n\n5. Address ing performance issues that arise prior to the request for leave
\n\nWhat to do when an employee requests FMLA leave in the midst of the disci plinary process or just before discipline or termination steps are taken A ddressing performance issues that arise during intermittent or reduced sch edule leave Addressing performance issues discovered while an employee is on leave Reductions in force while employee is on FMLA leave
\n\n6. Return to work&mdash\;what to do if an employee is:
\n\nNot able to return to work at end of leave (ADA considerations) Cleared to return to w ork with restrictions Temporarily unable to perform essential functions Un able to perform essential functions in the long-term
\n\nFinal Quest ions and Closing 4:00 p.m.&ndash\;4:30 p.m. Have lingering questions about points raised during this intensive FMLA workshop or want to revisit a fu ndamental concept or two from earlier in the day? Take advantage of this o pportunity to get clarification from the attorneys before you wrap up for the day.
\n\nJacob Monty Attorney with Monty &\; Ramirez LLP
\n\nFor over two decades\, Jake Monty has successfully practiced at the intersecti on of immigration\, labor\, and employment laws. A nationally recognized a uthority on issues facing employers with large Hispanic workforces\, Jake has written not one\, but two books on the topic and speaks regularly in E nglish and Spanish on navigating labor and employment matters in industrie s with heightened immigration scrutiny. His clients include professional b aseball teams\, grocery store chains\, single establishment and chain rest aurants\, and leading companies in the construction and facility maintenan ce fields. Jake has been interviewed by major media outlets such as Fox Ne ws\, CNN\, and MSNBC regarding national immigration concerns.
\n\nJa ke founded Monty &\; Ramirez LLP to offer an integrated approach to dea ling with Hispanic workforces. He and his bilingual partners address all t he critical aspects of employer advocacy\, from immigration to union matte rs\, workplace safety\, and employment disputes. Jake&rsquo\;s practice ex tends nationwide\; he has represented employers in courts and government i nvestigations in California\, Illinois\, New York\, South Carolina\, Georg ia\, Florida\, Alabama\, Louisiana\, and throughout Texas.
\n\n  \;
\n\nRuth Willars Attorney with Monty &\; Ramirez LLP
\n\nRuth W illars&rsquo\; practice consists of employment and commercial litigation\, employment counseling\, and regulatory compliance. She represents compani es during investigations by regulatory agencies including the Department o f Labor\, Homeland Security Investigations\, Internal Revenue Service\, an d the Security and Exchange Commission. Given the myriad regulations assoc iated with both small and large businesses\, Ruth assists her clients in w orking through the complexities of running a business and being an employe r amidst the austere regulatory work environment the United States has bec ome.
\n\nPrior to joining Monty &\; Ramirez LLP\, Ruth was the Ch ief Compliance and Legal Officer for a registered investment adviser. Befo re taking the in-house position\, Ruth worked at other nationally recogniz ed law firms handling labor and employment litigation\, which included all egations of discrimination\, retaliation\, wage and hour violation and bre ach of contract.
\n\nPlease contact the event manager Marilyn (maril yn.b.turner@nyeventslist.com ) below for: - Multiple participant discounts - Price quotations or visa invitation letters - Payment by alternate chan nels (PayPal\, check\, Western Union\, wire transfers etc) - Event sponsor ships
\n\nNO REFUNDS ALLOWED ON REGISTRATIONS Service fees included in this listing. --------------------------------------------------------- -------- This event is brought to you by: Business &\; Legal Resources - NewYorkEventsList http://www.NyEventsList.com http://www.BostonEventsLis t.com http://www.SFBayEventsList.com ------------------------------------- ---------------------------- LIL180926CRE MYL181112UPD
\n SUMMARY:Texas: 2021 FMLA Master Class - Houston (BLR) BEGIN:VALARM ACTION:DISPLAY TRIGGER:-PT1H SUMMARY:Texas: 2021 FMLA Master Class - Houston (BLR) END:VALARM END:VEVENT END:VCALENDAR