FMLA Compliance: When Do Short-Term Illnesses Meet the Definition of Serious Health Condition? - By AtoZ Compliance

Key Take Away:
Learn to be able to determine specific circumstances involving non-chronic illnesses that meet the definition for serious health condition under the Family Medical Leave Act.
Overview:
Family Medical Leave Act (FMLA) compliance is critical for employers. Companies that are covered under the FMLA are required to comply with the law, which requires them to provide eligible employees with up to twelve weeks of job protected leave under a few specific circumstances, including their own serious health condition or to care for an immediate family member with a serious health condition.
There are a number of ways that a condition can meet the definition of a serious health condition, and the requirements are different for chronic and non-chronic (short-term) illnesses. The concept of “serious health condition” for non-chronic (short-term) illnesses is very specifically defined.
Why Should You Attend:
This webinar focuses specifically and solely on clarifying the circumstances under which non-chronic (short-term) illness can meet the definition of “serious health condition” under the FMLA regulations.
Clear guidance was issued in 2010 that verified that many fairly common illnesses of short duration (such as the flu), can – under specific circumstances – meet the definition of serious health condition. Knowing this – and incorporating a mechanism for compliance into FMLA training – is a critical area of compliance.
Areas Covered In This Webinar:
Clear definitions of and compliance considerations for key FMLA terminology required to fully understand requirements for non-chronic illnesses:
Covered employer: Does your company meet the definition?
Eligible employee: Is the employee eligible for FML?
Child/parent/spouse: Whose non-chronic illnesses qualify an eligible employee to take FML under the current definitions of child/parent/spouse
Specific requirements for a non-chronic (short-term) illness to meet the definition of “chronic” health condition under the FMLA”
Period of incapacity: What is the timeframe requirement?
Healthcare provider: What constitutes a visit to a healthcare provider?
Continuing treatment: What does it mean to be put on a regiment of continuing treatment?
Extenuating circumstances: What extenuating circumstances must be taken into consideration?
Practical compliance considerations for employers regarding non-chronic conditions covered under FMLA
Example illustration of a non-chronic (short-term) illness that meets the definition of “serious health condition” for FMLA compliance purposes
Important considerations for this complicated area of compliance
Learning Objectives:
To be able to determine specific circumstances involving non-chronic illnesses that meet the definition for serious health condition under the Family Medical Leave Act
Who Will Benefit:
HR Professionals
Benefits Administrators
Leave Administrators
Business Owners
Anyone who is responsible for administering FMLA
Speakers Profile:
Mary Gormandy White
Mary Gormandy White, M.A., SPHR, SHRM-SCP is co-founder of MTI Business Solutions, an Alabama-based business consulting and corporate training firm. Mary specializes in HR, management, leadership and Everything DiSC training and consulting services.
She has extensive experience facilitating training in areas related to human resources, management, leadership, communication, customer service, Everything DiSC and more.
Mary works with a wide variety of clients throughout the U.S., teaches SHRM certification preparation courses and is an Everything DiSC certified trainer. Her professional background includes extensive experience in operations management, HR and training design & development.