If you're looking for incentives to get managers and supervisors to pay attention during FMLA training sessions, look no further. Simply point out that they can be held personally liable if they deny FMLA benefits to which an employee is entitled.
Only certain federal laws carry the prospect of personal liability, and both the FMLA and the Fair Labor Standards Act fall into that category. Those laws permit employees to sue individuals, including their bosses and HR directors. To complicate matters, some state laws say supervisors can be held personally liable for on-the-job discrimination.
Maybe you already speak "FMLA-ese" and have a general understanding of the recent changes to FMLA regulations. But don't stop there – your employee's lawyer won't! Rather than a review of the law's basics, this session dives right into the complex (and legally dangerous) FMLA issues you face each day. FMLA in the Trenches: Advanced Tips & Tactics for Administering Problematic Leaves of Absence
Personal liability means a person's assets (including a house, car and savings) are fair game for the other side's lawyers. It doesn't matter whether you work for a private or a public employer, as the following case shows.
Case in point: Carolyn Modica, an inspector for Texas Cosmetology Commission, took time off after hurting her knee. Modica sent an email to the agency executive director asking if the FMLA covered her leave. She received no response. Instead, the supervisor terminated her when she couldn't return to work by a set date.
Modica sued the agency director personally, alleging the director got rid of her in retaliation for asking about FMLA leave. The director claimed government employees couldn't be sued personally for FMLA violations.
This session is for moderate-to-experienced HR professionals and benefits administrators who are responsible for reviewing and/or making determinations about FMLA leave requests. FMLA in the Trenches: Advanced Tips & Tactics for Administering Problematic Leaves of Absence
Not so, said the 5th Circuit Court of Appeals, which ruled that any supervisors or managers who deny employees their FMLA rights can be sued personally. (Modica v. Taylor, No. 05-50075, 5th Cir.)
Final tip: Just as they document employees' performance, managers would be wise to document their own decision-making processes. If you give advice to others and are ignored, document what you recommended. Your notes may end up being your best defense from personal liability.
The FMLA opens a whole new area of potential risks and legal hoops to jump through. But it also hands you some additional tools to protect your company and effectively administer problematic leaves of absence. This session explores both.
Our promise: By the end of this session, you will feel much more comfortable applying the FMLA in your workplace.
Specifically, you'll learn:
Order your FMLA in the Trenches training now!
- How to manage the practical FMLA issues, not just the legal ones. You'll learn not just what the FMLA says, but what it means.
- How to leverage the employer protections in the law.
- Important new FMLA court decisions. The FMLA is a moving target. Court decisions constantly reshape your compliance requirements.
- Real-world scenarios. Attorney Michelle Maslowski will explain compliance issues using real-world situations that you face daily in administration of FMLA leaves of absence.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 6 ways that smaller businesses can make wellness worth it
- Ensure training doesn't foster discrimination
- Make sure employment contract language spells out employees' 'at will' status
- Deciding on promotion? Purge file of prior litigious actions