This practical, information-packed webinar explores how a Return to Work (RTW) system (on-ramping or returnship) helps employees prepare for leave and creates a plan for effective re-engagement when they get back.
- Types of reasonable accommodations in the return-to-work context
- The most common post-leave problems and how to avoid them
- On-ramping policies that will help ensure returning employee’s success
- How to avoid employee redundancy
- What to include in a written return-to-work plan
- How to build a communication plan that works before, during and after leave
- Explanation of flexible/shared work options
- What to do if an employee’s replacement did a better job
- Whether an employee must be returned to the exact same position
Product ID: 14280
Plus, you get the exclusive Family Medical Leave Act (FMLA) Compliance Manual – a $347 value – absolutely FREE.
Jam-packed with compliance guidelines, this comprehensive, 72 page guide provides easy-to-understand FMLA guidance, including:
- Highlights of Changes
- FMLA Background
- History of FMLA’s Creation
- FMLA Basics
- Updated FMLA Regulations Issued by DOL
- FMLA Medical Certification Do’s and Don’ts
- Intermittent FMLA Compliance
- Curbing FMLA Abuse
This essential guide also includes quick reference materials and finger-tip access to relevant policy information and sample materials:
- DOL Forms
- A Sample FMLA Policy
- FMLA Checklist
- Covered Individuals
- Serious Health Conditions
- FMLA Enforcement Statistics
Effectively Manage Employee Leave & Support the Development of Returning Employees!
Executive Coach, Founder & CEO, uniquelyHR
Over the last 15 years Mikaela has held HR leadership roles at Northwest companies including Microsoft, Starbucks, Amazon, PopCap Games, and Redfin. Mikaela’s international experience includes three years in India, and she’s worked with business leaders throughout Europe and Asia.
Counsel, Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
Karen Vossler represents domestic and international employers in a variety of industries across the spectrum of employment law matters. Drawing from a wealth of both in-house and private practice experience, she has the business acumen to strategically partner with clients to deliver pragmatic, specific and creative legal solutions to employment and labor related challenges. She has particular expertise in helping companies manage complex employment issues through large corporate transitions, including mergers and acquisitions, divestitures and workforce restructuring. In addition, Ms. Vossler supports global companies with cross-border employment concerns.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”
C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.