An employee with a sick child at home, an accident or injury, a death in the family or was in contact with someone who tested positive for COVID-19. Each of these events is part of life and can temporarily prevent an employee from being able to perform his or her job.
Navigating the alphabet soup of leave laws and other laws relating to leave of absences can be a challenge, especially when applying them to real life situations with real human issues. Learn about leaves or get a refresher course including the new amendments in California and Federal laws including those related to COVID-19 CARES ACT. This course describes the family- and health-related situations that trigger an employee’s eligibility to take leave under Employee Rights, leave criteria, eligibility, and the importance of documentation and standards of operations can help employers reduce their liability of leave law violations.
Join Dawna Stone, PHR, PHRca, for a deep dive into leave of absences and California employer obligations. Get updated on the newest laws/provisions and a refresher on the rest. Leave with a Standard Operating Procedure to implement – proven to assist in risk avoidance efforts and reduction in absenteeism.
Practical Application: Guided real life scenarios /case studies, leave law designation analysis, mandated forms and brochures compilation through research, provided resources, forms and HR SOP development.
This class is interactive as well as discussion orientated.
- Guided Real-life Scenarios/Case Studies
- Leave Law Designation Analysis
- Federal Leave of Absences
- State Leave of Absences
- ADA and FEHA
- Demystifying Workers’ Compensation
- Ca Paid Benefit Time: Paid Sick Leave, EPSL, EFMLA, PFL, SDI and coordination of benefits during leave
- Developing HR Standard Operating Procedures for Leave of Absences
“HR training is a true necessity in the field right now. With so many employees being promoted into HR positions with little to no training, a need exists to equip and prepare them to enable their companies to thrive in their markets. And with the laws constantly changing, it is so helpful to have educational opportunities to help HR professionals stay on top of everything so they don’t put their companies at risk” – Shelly Little, President of Personnel Solutions
Please note,, that the course materials and content are for informational purposes only and do not constitute legal advice. Nothing herein, or in the course materials, shall be construed as professional advice as to any situation r constitute a legal opinion with respect to compliance with any federal, state, or local laws. Transmission of the information is not intended to create, and receipt does not constitute, an attorney-client relationship. Readers should not act upon this information without seeking professional counsel. The information contained herein is provided only as general information that may or may not reflect the most current legal developments. This information is not provided in the course of an attorney-client relationship and is not intended to constitute legal advice or to substitute for obtaining legal advice from an attorney licensed in your state