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ONLY ONE WEEK LEFT TO REGISTER FOR KZA'S FMLA MANAGEMENT WORKSHOP

Volume 6, Issue 7
October 4, 2007

Do you have questions about the Family and Medical Leave Act (FMLA) and how it applies to situations involving your employees?

OF COURSE YOU DO. The FMLA remains one of the most confusing areas of law for most employers. Some of the more common types of issues include:

How much notice is an employee required to give before taking leave?

What certification is required?

What are my obligations during the employee's leave?

What happens if the employee does not furnish medical certification?

What does the employee need to do before returning to work?

What if the employee says he/she cannot return from leave?

AND BY FAR THE MOST POPULAR QUESTION:
Intermittent leave is driving me crazy!!! What can I do?

The FMLA turns 15 in 2008. Despite almost 15 years of history, compliance with this law still confounds many employers. If you have 50 or more employees, you need to know your obligations under the FMLA.

The KZA Management Workshop entitled The Family and Medical Leave 15 Years Later: What We Have Learned and Why It Still Challenges Employers will be held on Wednesday, October 24, 2007 at the Four Seasons Hotel. The program will begin at 9:00 a.m. and conclude at 12:00 p.m. Registration will begin at 8:00 a.m. and a continental breakfast will be served.

If you are a KZA client, don't miss this valuable FREE opportunity to learn about the latest FMLA developments, traps which employers should avoid and answers to the most commonly-asked questions.

Seating is limited, so please register early, no later than October 10, 2007. You can register electronically by sending your RSVP to seminar@kzalaw.com. You will receive written confirmation of your registration. If you have previously registered, and have received written confirmation of your registration, no further action is required by you.

We look forward to seeing you at this exciting and informative program.

Employer Report articles are for general information only; they are not intended and should not be construed to be legal advice. Reading or replying to such articles does not establish an attorney-client relationship. In addition, because the subject matters and applicable laws discussed in Employer Report articles are often in a state of change and not always applicable to every type of business entity or organization, readers should consult with counsel before making decisions based on the same.