The Integrated Leave Management Training & Certification Program
FMLA, ADA, COBRA, and Workers' Compensation are difficult enough to administer independently, let alone when you must determine which rule or law takes precedence over another.
For example, take Rita, who is an employee suffering from a chronic condition that requires surgery and who plans to be out at least 12 weeks to recover from the surgery.
While this is an FMLA-qualifying event, employers need to know how Rita's health care is maintained during her FMLA leave, whether the employer can require her to run her paid vacation concurrently with her FMLA leave, whether Rita's condition is
considered a disability under the ADA and, if yes, what are the employer's duties regarding reasonable accommodation (and how does the reasonable accommodation requirements coordinate with FMLA job and benefit protections)? Further, if Rita returns
from work, must the employer allow Rita to return to her original or equivalent job?
If Rita does not return to work, is there a COBRA qualifying event and, if so, is it during or at the end of her 12 weeks of FMLA leave? Regarding HIPAA, is there a break in coverage affecting her pre-existing conditions if Rita loses her health care
during her FMLA leave? And last, is the employer allowed to get any medical information regarding Rita's injury under the HIPAA Privacy rules?
About The Course
Our Integrated Leave Management Training & Certification Program answers these and numerous other questions on administering these complex laws. It also includes a special section on USERRA for military call ups!
The Program also includes an optional test for those who wish to earn a Certified Leave Management Administrator designation. This Program also qualifies for eight hours of PHR and SPHR re-certification credits!
The Program's easy-to-learn design has numerous tips, examples, and procedural recommendations that are interspersed with interactive Q and A sessions so that you are confident that you are learning and in where your strengths and weaknesses lie. It's
"Bookmark" feature also lets you learn at your own pace, and gives you the ability to review previously completed material.
Besides the basics, you'll also learn to:
- Know how to integrate FMLA, ADA, COBRA, and Workers Compensation leave rules and requirements
- Determine which law has precendence in certain situations
- Understand when - and if - COBRA should be offered in relation to FMLA leaves
- How USERRA integrates with FMLA, ADA, COBRA, and Cafeteria Plans
Who Should Use The Integrated Leave Management Training & Certification Program?
Our Integrated Leave Management Training & Certification Program is ideal for human resource professionals, HR department heads, and Third Party Administrators who handle the day-to-day issues and administration of FMLA, ADA, COBRA, or wrokers'
It is also good for HR Managers or CFOs who seek satisfaction knowing that their administrators are properly trained and up
to date on these complex issues. Last, individuals looking to add value to their job experience can earn the valued "Certified Integrated Leave Management Administrator" designation.
|Certifications / CE Credits / Awards
"Certified Leave Mgtm Administrator"
|Earn eight hours of PHR/SPHR re-certification credits
||Recipient Of The ASTD
"Excellence In Design" Award
Also Available: The Integrated Leave Mgmt Procedures Manual
Get instant answers for your Integrated Leave Mgmt questions - as well as all your Integrated Leave Mgmt-required forms and notices - with our searchable Integrated Leave Mgmt Procedures Manual.
Available as an online resource so that you always have the most up-to-date version, this package includes all Integrated Leave Mgmt-required forms, notices, and recommended procedures, and is easily accessible from either the Table of Contents or the links throughout the Manual.