The Department of Labor has been busy in 2019! It has issued opinion letters concerning the Family Medical Leave Act, and the Fair Labor Standards Act, including without limitation, when you must designate employee leave as FMLA leave, how and when the Highly Compensated Employee Exemption may apply, and intermittent FMLA leave to address a child’s special needs. The DOL has also issued new rules regarding the salary test for certain professional exemption categories and proposed rules regarding tips. The application of FMLA and the FLSA is rather nuanced and can trip up even the most knowledgeable and well-intentioned employers. In this webinar we will discuss these recent changes and more to ensure that you stay ahead of the curve.
With the issuance of DOL’s Opinion Letter, employer also cannot designate more than twelve weeks of leave as FMLA leave, though 26 weeks of military caregiver leave are allowed. Employers must now begin clocking FMLA leaves once an absence falls under federal protection.
In this session, Janette provides a comprehensive analysis of the requirements set forth in the FMLA relating to leave of absences and offers a step-by-step plan of action when employees are out on a leave of absence, all in compliance with legal requirements. She also shares best practices for administering the FMLA in your workplace.
- How a DOL Opinion Letter can or should impact your employment practices;
- How and when you must designate leave as FMLA leave;
- When parents may be entitled to intermittent leave to care for their children;
- Proposed new regulations for tipped employees;
- The new salary test white-collar exemptions (from overtime and minimum wage requirements);
- The DOL Opinion Letter on the application Highly Compensated Employee exemption.
Who Will Benefit:
- HR Professionals
- Benefits managers
- Training managers
- In-house counsel
- Financial officers
- Small and medium business owners