Family, Medical and Other Protected Leave

25-minute online training for employees on how to comply with family, medical, and other protected leave laws
Managers learn about their additional obligations for compliance
Course kept up to date with changes in federal and state laws

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Overview

Federal law and numerous state and local laws require employers to provide family, medical or other types of protected leave to employees in some situations. In this course, employees learn how to comply with these laws and your organization’s policies. Managers learn about their special obligations for ensuring compliance with these laws.

Why Train Employees?

Employers face an increasing number of lawsuits for failing to comply with the requirements of the Family and Medical Leave Act (FMLA) and comparable state and local laws. The COVID-19 pandemic has resulted in further expansion of family, medical and other protected leave laws and increased employers’ risk of non-compliance.

While employees cannot be expected to become experts in the nuances of these laws, they must know enough to be able to spot issues and seek guidance from HR. Managers, in particular, must fully understand the steps they must take to comply.

Course Topics

Among other things, employees will learn the answers to the following questions:

Which employees are eligible for FMLA leave?
What are the conditions for which FMLA or comparable leave may be taken?
What is considered a “serious health condition?”
When are employees entitled to parental leave?
When are employees entitled to military exigency and/or USERRA leave?
Must the employee specifically say that they are requesting “FMLA leave?”
How does the FMLA leave process work?
Under what circumstances may employees be entitled to intermittent leave?
Must employers pay for FMLA leave?
How much notice of the need for leave must the employee give?
Can we require medical documentation of the need for medical leave?
Do we have to return the employee to the same position when they return to work?
What steps should managers take when they learn of FMLA qualifying leave?
Once FMLA leave expires, can other laws, such as the Americans with Disabilities Act, require additional leave?
What other types of protected time off may be required by state laws?
Who do you contact for guidance on leave issues?

The course is kept up to date with changes in federal and state laws.

Accessible to Users with Disabilities

Unlike most training providers, Clear Law Institute ensures that its training is accessible to users with disabilities as required by the Americans with Disabilities Act. Clear Law's training meets not only Section 508 requirements but also the strict requirements of the Web Content Accessibility Guidelines (WCAG) 2.1 Level AA Success Criteria.

Customization and Hiring Resources

The training can be customized to your organization’s specific policies and procedures, so that managers receive the exact guidance they need to comply with your organization’s policies. You can include your logo, and introductory audio or video message, and instruction on your specific policies.

Clear Law’s Compliance Advisory Team is available to review your family, medical, and other leave policies.

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Testimonials

Christine Berry

Director of Learning and Development , State of Massachusetts

"Everyone here is absolutely thrilled about working with Clear Law Institute as partners. I personally have never had an external vendor be as supportive, responsive and flexible."

Renee Grady-Taylor

HR Manager, Ramona Tire, Inc

“For any company looking to stay compliant by providing mandated training for your employees, look no further! Clear Law Institute has supplied our business with training for years and they are wonderful. I checked around and put myself through a few other companies on line training and Clear Law has them beat. Their pricing is fair and I cannot begin to say enough about their service team. They provide me with quick and professional responses every time! Do yourself and your company a favor, leave the teaching to Clear Law Institute, you won’t be sorry. ”

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Central Staff Services

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