No more employees taking advantage of the FMLA. No more worries about lawsuits. From now on, you're in charge.
Feeling confused about the FMLA? Even a bit intimidated? You're not alone. The regs are complex and the consequences of noncompliance are severe, for your company and even for you personally. Good thing there's a simple solution: Get the FMLA Compliance Guide: Practical Advice on Managing Family and Medical Leave.
This 43-page Special Report cuts through the legalese and helps you understand precisely what the act allows and forbids. Available as a PDF download or printed copy.
Chalk it up to the price of success.
Your company is one of America’s 300,000 firms with 50 or more employees. Congratulations! You’re the backbone of our economy – and Congress has rewarded you by passing the Family and Medical Leave Act and applying it to your company. Which means:
No wonder HR professionals and other managers consider the FMLA to be a “four-letter word.” But now you can fight back, and it’s surprisingly easy. Just get your copy of the FMLA Compliance Guide: Practical Advice on Managing Family and Medical Leave. With simple language and concrete examples, this 43-page Special Report helps you manage the FMLA – instead of the other way around.
Make no mistake, the FMLA Compliance Guide is concise but also complete. You’ll learn the seven issues you must cover – in writing – when an employee requests FMLA leave … whether you can legally fire someone on leave … and an amazingly simple strategy to keep employees from taking 24 weeks of back-to-back leave.
You’ll have concrete answers to all of your most perplexing FMLA questions, with actionable knowledge backed by the trusted expertise of Business Management Daily.
Some folks in Washington claim the FMLA is simple, straightforward and easy to understand. If you believe that, we’ve got a bridge in Brooklyn for sale. Instead, get the FMLA Compliance Guide for something that really is easy to understand – on a topic where understanding is vital to your company’s health.
A lot of HR pros and other supervisors think they’re up to speed on the FMLA, including the recent changes. How about you? Pop quiz:
Fortunately you’ll find all the answers in the FMLA Compliance Guide. Dependable answers, because the guide is written by Matthew S. Effland, a shareholder with the prestigious nationwide law firm of Ogletree, Deakins, Nash, Smoak and Stewart, P.C.
Mr. Effland often consults on complex areas of employment law, including FMLA compliance, and he’s a regular speaker at the Society for Human Resource Management’s annual conference. He also presents the popular FMLA webinar series for Business Management Daily. When it comes to FMLA expertise, he’s your man.
Whether you’re an HR novice, a jack- or jill-of-all-trades who serves as part-time HR supervisor, or a dedicated HR professional, the FMLA Compliance Guide will open your eyes to new strategies, show you the path around legal landmines and help you ensure compliance – without crippling your company by going too far.
It’s easy to stay in compliance if all you do is grant leave whenever anyone asks for it. But what does that do for your company’s productivity? And for the morale of the people still on the job and working harder than ever?
The FMLA Compliance Guide gives you the knowledge and confidence to do what’s required and no more. The employee sitting across your desk and demanding FMLA leave won’t be in charge; you will. Because you’ll know:
One more big reason to get the FMLA Compliance Guide: It’s completely updated with the recent rules applying to employees who are in the military … have been in the military … or have family members in the military. You need a handy reference for these important new rules – in fact, for all the FMLA rules applying to everyone.
We all want to support our troops and their families, but exactly what support must employers provide? This issue raises a lot of questions:
If a worker successfully files a lawsuit against your company, you could end up paying back wages and benefits, plus the employee’s attorney fees and court costs – or double the entire amount if a court deems your violations were willful. Plus your own attorney fees on top of that!
And that’s just the damage to your company. In some cases, you can be held personally liable when an employee doesn’t get the leave he or she is entitled to under the law. Yes, we’re dealing with the law here. And the law is unforgiving.
That’s why I respectfully urge you to order the FMLA Compliance Guide. Scan it for a quick overview. Consult it in depth when you have a question on a specific topic. Make sure the next FMLA decision you make is the right decision.
The risk of not getting the guide? Simply too high. Please, order now.
Phillip A. Ash
P.S. The FMLA has been around for several years now. Most employees know about it – in fact, you have a responsibility to inform them. But shouldn’t you know more than they do?
To protect your company from FMLA abuse – and yourself from personal liability – have a copy of the FMLA Compliance Guide on hand. I think you’ll be surprised how often you consult it.
Remember, you’ll have our 100% money-back guarantee. Unlike with the FMLA, there are no questions asked, no red tape. Just a cheerful refund.
P.P.S. I thought you might like to see the Table of Contents from the FMLA Compliance Guide. It really does cover everything!
Continuation of Benefits
‘Serious Health Condition’
Reinstating a Worker
FMLA Forms: Online Resources
10 Compliance Tips
1. The ‘New’ FMLA Regulations
1. ‘12-Month’ Eligibility Requirement
2. Timing of Doctor Visits
3. Work-Related Bonuses
4. Notice Requirements
5. Employer Obligations
6. Employee Obligations
7. Medical Certification
8. Settlement of FMLA Claims
9. Active-Duty Leave: Military Families
10. Caregiver Leave: Military Families
2. Determining Coverage and Eligibility
Are You a Covered Employer?
Which Employees Are Eligible?
Part-Timers and Temps
Determining the FMLA Year
The Paper Chase: Tracking Leave Time and Eligibility
3. Critical Questions on Employee Coverage
Defining ‘Serious Health Condition’
Does substance abuse qualify?
Can several illnesses add up to one serious health condition?
Notifying Employee of FMLA Leave
The Difference Between ‘Medical’ and ‘Family’ Leave
Who Is a ‘Health Care Provider’?
Health Benefits Continue
When a Worker Returns…
Don’t tamper with benefits
An exception to reinstatement: key employees
Retaliation Is Illegal
4. Military Leave
5. Frequently Asked Questions
6. Recent Court Rulings
Earning FMLA Eligibility
Defining ‘Serious Health Condition’
Other Legal Issues