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FMLA/CFRA Intermittent and Reduced-Schedule Leave: Best Practices for Managing Leave Administration and Mitigating Abuse in California - On-Demand

FMLA/CFRA Intermittent and Reduced-Schedule Leave: Managing Leave Administration and Mitigating Abuse in California - On-Demand

Product Code: YCWA092017D

Availability: In stock

Internet Special:
$249.00

For Employers outside of California:
CLICK HERE for help managing FMLA Intermittent and Reduced-Schedule Leave.
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FMLA/CFRA Intermittent and Reduced-Schedule Leave: Best Practices for Managing Leave Administration and Mitigating Abuse in California - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn how to manage FMLA/CFRA intermittent and reduced-schedule leave and how to spot and stop abuse.



Since FMLA/CFRA cover reduced-schedule and intermittent leave for certain serious health conditions and medical treatment, a few lost hours here and there can really add up and sap productivity.

Of course, employees usually have legitimate reasons for taking intermittent or reduced-schedule leave, but there are instances of FMLA/CFRA abuse and fraud. It’s HR’s job to stop employees from milking the system—without opening the employer up to retaliation lawsuits.

As you know, this is a delicate balancing act. How do you keep tabs on employees without infringing upon their rights to FMLA/CFRA leave?

Use this widely popular on-demand webinar—with live Q&A—led by California labor and employment attorney Danielle Moore. She’ll explain best practices for FMLA/CFRA administration with respect to intermittent and reduced-schedule leave. You’ll cover how to comply with legal requirements, better spot instances of FMLA/CFRA abuse, and how to respond in a timely and legal manner to minimize the adverse effects such abuse can have on workplace productivity and morale.

Plus, you’ll learn:

  • Stipulations and restrictions surrounding FMLA/CFRA intermittent and reduced schedule leave policies
  • How to best manage an employee who is taking sporadic leave for medical reasons
  • How to discuss and communicate reduced leave policies with your employees
  • The difference between FMLA, CFRA and pregnancy disability leave (PDL), and how they interact
  • How to prevent FMLA/CFRA abuse

About Your Presenter:

Danielle Moore, Esq.Danielle Moore, Esq.
Partner
Fisher Phillips LLP

Danielle Moore is a partner in the firm's San Diego office and co-chairs the Fisher Phillips firm-wide Women's Initiative and Leadership Council. She represents and counsels employers in all aspects of labor and employment law, including discrimination, wrongful termination, harassment, retaliation, and wage-hour class action lawsuits, as well as preparation of employment handbooks and personnel policies, and general preventive advice including hiring, discipline, and termination practices. She has experience litigating matters in state and federal courts, state administrative tribunals, and in arbitration.

Ms. Moore regularly conducts management training and lectures on employment issues. She also teaches an employment law course at San Diego State University and serves on the Human Resources Advisory Board for the University. Ms. Moore has also served several terms on the Board of Directors for the PHCC Academy of San Diego. She also serves as President of the Lawyers Club’s North County Chapter.

Ms. Moore is "AV" Peer Review Rated Preeminent by Martindale-Hubbell and was recently named one of San Diego’s 2014 and 2015 "Top Attorneys," one of 2014 and 2015’s "Best of the Bar," as well as one of the "Top 40 under 40 Best and Brightest Minds of San Diego." She was also a 2016 finalist for San Diego Magazine’s “Woman of the Year."

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