Understand what you need to consider when an employee seeks leave beyond the FMLA leave.
Employers regularly face employee leave requests. FMLA-obligated employers must give covered employees 12 weeks of leave. However, there are times when an employee might need more than 12 weeks of leave afforded under the FMLA. Employers might be obligated to provide additional leave and don't always understand what their rights and obligations are when additional leave is requested. This presentation will help employers understand what they need to consider when an employee seeks leave beyond the FMLA leave and how to proceed through the process as they work to determine whether to provide additional leave and for how long they need to provide it. This course will provide employers with a framework they can use as they consider individual leave requests so that they can work to comply with requisite federal, state, and local laws.
Agenda
Faculty
Stephanie K. Rawitt
Stephanie K. Rawitt, Attorney at Law
- Senior Claims Specialist at Markel Insurance
- Responsible for handling management liability claims for select client accounts from initiation of the claims through to their conclusion
- Analyzes coverage issues, investigates claims, and facilitates settlement and resolution of the claims
- Worked as employment counsel for 25 years, where she provided legal services and advice on employment matters to a variety of clients, including hospitals, medical practices, retirement communities, assisted living facilities, home health care companies, public entities, nonprofit organizations, private businesses, colleges, universities, and corporations
- Worked specifically with human resources departments to create, manage, and maintain the most current employment policies and procedures
- Counseled employers on issues concerning statutory compliance with employment laws, such as the ADA, Title VII, the ADEA, FLSA, FMLA, Form I-9 compliance, and state wage laws
- Has significant experience in handling employment-related liability matters, including wage and hour claims, wrongful termination, grievance claims, discrimination, sexual harassment, federal civil rights claims, federal and state statutory claims (Title VII, FMLA, ADA, ADEA, FLSA, PHRA), and related tort claims
- Based upon extensive experience, offers training programs on a full range of employment matters
- J.D. degree, Northeastern University School of Law; B.A. degree, cum laude, Syracuse University
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