In order to protect against leave abuse, employers must understand the in’s and out’s of each type of statutory leave. They must know the types of leave available and under what conditions. Their policies and procedures must be integrated and work seamlessly. Lastly, they must take a hard stand against an employee seeking to abuse their leave opportunities. This program will give you a step-by-step guide to assessing the authenticity of the leave. Understanding your obligations and rights, and choosing the right times and terms for challenging a leave abuser.Areas CoveredEach of federal laws providing leave, including: - ADA - FMLA - USERRA - WC - NDAAEach policy and procedure needed to address leave abusers, including: - Each of the federal laws above - General Sick Leave policies and procedures - PTO policies and procedures - Call-in policies and procedures - HIPAA policies and procedures - Discipline policies and procedures, andCaselaw relating to leave abusers, employer rights, and the parties’ responsibilitiesWe then will create a step-by-step process for addressing and effectively and legally resolving suspected leave abusersWho Should AttendAll human resource experts, generalists, and employees with human resource obligationsWhy Should You Attend Employee disengagement has led to an astronomic rise in employees’ abuse of their leave. From SMFS (the “Summer Monday-Friday Sickness”) to “Bridge Syndrome” (employees use their alleged illness to bridge two other types of leave to create a continuous leave period), the opportunities for leave abuse are wide and the job protections are in place unless you can prove the abuse. Proving the abuse requires understanding the laws, applying the policies and procedures properly, taking a legal stand against the abuse, and avoiding the confusion of the “Bermuda Triangle” of statutory leaves.Topic BackgroundWith quiet quitting and employee disengagement at an all-time high, a record number of employees are abusing their leave rights on a regular basis. Well beyond the standard “vacation leave” abuse, many of these employees understand how to take their leave under statutory job protection laws such as the FMLA, ADA, USERRA, Workers’ Compensation, and others.