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Event Details

    SilverStone Group Series - FMLA: To Leave or Not to Leave?

    Date: August 14, 2018, 9:00am – 11:00am
    Organizer:
    SilverStone Group
    Location:
    Delta Hotels by Marriott South SIoux City Riverfront
    385 E 4th St
    South Sioux City, NE 68776
    Price:
    Free
    Event Type:
    Speaker
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    The Family and Medical Leave Act, or FMLA, was approved in 1993 to permit employees to take a maximum of 12 or 26 weeks, job-protected, unpaid leave for certain family and medical reasons during a 12 month period. Human Resources & Benefits Administrators are often the frontline professionals responsible for the proper administration of the law within their respective companies.

    SilverStone Group, in partnership with The Cutler Law Firm, will be offering practical advice and important administrative clarifications during this event. We are offering this seminar to clients and friends, and we cordially invite you and your team to join us! 

    FMLA: To Leave or Not To Leave?
    The Family Medical Leave Act (FMLA) can provide benefits to both employers and employees, however it can also be very complicated and create potential risks if not administered correctly.  In addition, FMLA situations can become even more complicated when Americans with Disabilities Act (ADA) and workers compensation accommodations are involved.

    Andie Gordman- SilverStone Group
    This session will provide an overview of the requirements of the FMLA, best practices for administration and a checklist to ensure your organization is in compliance with the regulations. 

    Nichole Mohning- Cutler Law Firm
    Case studies will be reviewed to show the complexities of these situations and explain some of the most common mistakes and how to avoid them.  We will also address why non-covered organizations should have leave policies that set out the terms and conditions for leave to provide protection for the employee and employer. 

    Amy DeJong- SilverStone Group
    Key questions surrounding FMLA and Work Comp will be answered as we continue to review employer compliance responsibilities with the law.