ADA, FMLA, USSERA for Leave Abusing Employees – What You Need to Know?

Instructor: Deirdre Kamber Todd
Product ID: 703604
  • Duration: 60 Min

recorded version

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The webinar will highlight federal and state laws as they apply to leave and also discuss best practices when it comes to policies and procedures. Learn how to effectively use the law to appropriately reign in and discipline leave abusing employees.

Course "ADA, FMLA, USSERA for Leave Abusing Employees – What You Need to Know?" has been pre-approved by HRCI as eligible for 1 credits towards a participant's recertification upon full completion.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program”.

Why Should You Attend:

Despite the confines and difficulties of handling employees who constantly abuse leaves, there are straightforward tools to ensure that employees are only taking leave as intended, rather than as written. This program will offer attendees a firm understanding of the laws that leave abusers frequently use. The webinar will also offer a tool-box of best practices for developing and maintaining policies and practices to facilitate discerning and prosecuting these leave –abusing employees.

Areas Covered in the Webinar:

  • Federal and state laws as they apply to leave:
    • ADA
    • FMLA
    • Title VII
    • USERRA
    • Healthy Families Act
    • Workers’ Compensation
    • Unemployment Compensation
  • Best Practices – Policies
  • Best Practices – Procedures
  • Hot Topics/Questions

Who Will Benefit:

  • HR Managers & Directors
  • Senior HR Professionals
  • HR Analysts
  • Employee Relations Professionals
  • Employment Managers/Specialists

Instructor Profile:

Deirdre Kamber Todd, Esq., is a partner with The Kamber Law Group, P.C., a next-generation law firm located in Allentown, Pennsylvania. With fifteen years’ experience, Ms. Kamber focuses her practice on labor and employment law, social media and technology law, HIPAA, and business law. Specific areas of her employment law practice include discrimination, wage and hour, restrictive covenants, business contracts, unemployment compensation, LGBT issues, labor disputes, FMLA, military leave, social media litigation, information privacy and technology, agency compliance, and medical record privacy. Her clients include companies, non-profits, governmental entities, and individuals. Her work includes consultative and legal services, from outsourced HR and social media services to hearings, litigation, and appellate work. Ms. Kamber also regularly provides training and education for companies and individuals. She is licensed to practice in New York, Pennsylvania, and in the U.S. Supreme Court; she is also an acknowledged expert witness for social media and networking.

Ms. Kamber is the recipient of a number of awards and recognitions: she was selected as one of the “Top 20 Under 40” by the Pennsylvania Business Journal; she has received the Ethics Award from the New York State Bar Association; she is the recipient of a grant from the Public Justice Foundation for her pro bono work on HIV/AIDS, and she was recently nominated as one of the Top Twenty-Five Women of Influence in the Lehigh Valley.

Aside from her legal practice, Ms. Kamber serves as the president and diversity chair for Society for Human Resources Management (SHRM), Lehigh Valley. Deirdre currently teaches as an adjunct professor at DeSales University in the MBA program in both the HR and Healthcare concentrations.

Topic Background:

If you ever had an employee who was a “leave abuser,” whether it is regular sick leave, vacation, military leave, FMLA, returns from unemployment compensation, or the like, you need to learn how to effectively use your policies, procedures, and the law to properly reign in and discipline these savvy missing-in-action employees.

Nearly every workplace is plagued with at least one employee who is incredibly talented at manipulating workplace leave, whether he or she is feigning illness, taking FMLA leave on Friday and Monday, or otherwise making sure that he or she only works when it suits him or her. Often, it seems impossible to catch these convincing and clever abusers in their lies and manipulations, and if you cannot catch them, how do you discipline them?

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