Free Webinar for Clients of the Firm on FMLA Intermittent Leave

You may have already received an email announcing that Susan G. Fentin, in conjunction with BLR (formerly M. Lee Smith Publishers, LLC), will be presenting the

FMLA Intermittent Leave:

Best Practices to Ensure It’s Legitimate

Tuesday, October 13, 2015

1:30 p.m. – 3:00 pm. EST

The standard fee is $219, but because of Skoler, Abbott & Presser, P.C.’s affiliation with BLR, and your valued association with our firm, we’ve made special arrangements for you to attend this webinar for free.

True or false-

  • You can transfer an employee who needs intermittent leave to another position if the leave is a problem for you.
  • You can ask employees on intermittent leave to provide medical documentation each time they are absent.
  • If you suspect that an employee is abusing FMLA leave, you can discipline that employee.

Do you know the right answers? Are you sure? A recent flood of FMLA-related lawsuits and an increased number of FMLA leave requests due to more public awareness of the law has created a compliance nightmare.

FMLA coverage now extends to include same-sex couples. And with the broad definition of what constitutes a “serious health condition” it is relatively easy for employees to achieve eligibility.

HR has to know the rules about who is entitled to FMLA intermittent or other leave, what you can and cannot demand from the employees requesting leave, and what can be done if you suspect abuse. Responding appropriately to leave requests-especially intermittent leave, where it seems employees can take any day off at will-while keeping your organization running smoothly certainly creates an HR headache. And stopping leave abuse requires an understanding of what you can and cannot do under the law.

Join us on October 13 for an in-depth webinar on the ins and outs of managing intermittent FMLA leave and stopping suspected abuse.

You’ll learn how to:

  • Confirm an employee is eligible for FMLA intermittent leave and how much time is allowed
  • Give notice if the employee is or is not eligible
  • Determine restrictions that apply to the amount of leave taken
  • Make sure employees schedule foreseeable, non-emergency absences in advance
  • When they can temporarily transfer employees to accommodate leave
  • Use medical certifications and require re-certifications
  • Train supervisors in managing intermittent leave
  • Maintain consistent leave policies and government-mandated posters
  • Spot and fix patterns of intermittent leave abuse
  • Investigate for suspected abuse of intermittent/reduced schedule leave using social media
  • And much more!

For more details about this class, please e-mail, call (800) 274-6774 and mention code speakfree or visit and enter speakfree in the discount code section.

CREDIT INFORMATION:  This program has been approved for up to 1.5 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at
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