Don't let your company become a liability; understand the employee's rights and employer's responsibilities on military leave.
As a result of the continuing global war on terrorism, employers are faced with an unprecedented level of impact of military service on the workplace. What must an employer do when an employee gets orders to be activated? Do you have to hold the job open? What if it's an employee's family member with the orders? What are an employer's obligations then? Do you need to track veterans who apply for employment with your company? If so, what are your obligations, including reporting? This topic explores the pertinent laws for these circumstances, including the Uniformed Services Employment and Reemployment Rights Act (USERRA) and the military service-related leave granted under the Family and Medical Leave Act (FMLA). You will be provided with employer responsibilities and employee rights as well as practice tips for handling common situations. The information will cover the responsibilities for covered federal government contractors and subcontractors under the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA), including affirmative action to employ and advance veterans.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Overview
- Overview of Laws Implicated by an Employee's or Employee-Family Member's Military Leave
USERRA
- Purposes, Principal Protections, and Broad Coverage
- Rights and Benefits While the Service Member Is Away, Including Continuation of Health Insurance Coverage (COBRA-Type Benefits)
- Reemployment Rights, Including Protection Against Discharge After Reemployment
- Denying Reemployment, Including an Employer's Changed Circumstances
FMLA
- Purposes and Principal Protections
- What Is Covered
- What Is Not Covered
- Notice Requirements
VEVRRA
- Purpose, Requirements, Enforcement
Resolving Disputes
- USERRA/FMLA/VEVRRA
Wrap-up and Practice Tips
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Course
This course was last revised on March 18, 2022.
Call 1-866-352-9540 for further credit information.
- AK CLE 1.0
- Alaska attorneys may receive 1.0 hours of continuing legal education for completing this program. Please contact the Alaska Bar Association or go to www.alaskabar.org for details regarding reciprocity with other states.
- AL CLE 1.1
- This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.1 hours credit.
- AR CLE 1.0
- This course has been approved for 1.0 hours of CLE by the Arkansas CLE Board.
- Arizona CLE 1.0
- The Arizona State Bar does not pre-approve or pre-certify MCLE programs. However, records of this program and attendance will be maintained by Lorman Education Services for auditing purposes. This activity may qualify for up to 1.0 hours toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.0
- Lorman Education Services is a State Bar of California approved MCLE sponsor and this course qualifies for 1.0 CLE hours of participatory credit.
- CT CLE 1.0
- Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.0 CLE credit(s).
- GA CLE 1.0
- This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.0 CLE hours.
- MO CLE 1.3
- This course qualifies for self-study CLE credit in Missouri.
- ND CLE 1.0
- North Dakota CLE policy does not allow for pre-approval of any self-study courses. This course may qualify for up to 1.0 hours of CLE credit.
- NH MCLE 1.1
- NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this Ondemand course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 65 Minutes.
- NM CLE 1.0
- This program has been approved by the New Mexico Minimum Continuing Legal Education Board for 1.0 hours of credit.
- RI CLE 1.0
- This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.0 hours of CLE credit.
- VT CLE 1.0
- This self-study program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.0 hour(s) of CLE credit. Please note: Attorneys may only claim 12 credits per compliance period in this format. This course is considered "Non-Moderated Programming without Interactivity".
- WA CLE 1.0
- This program has been approved by the Washington State Board of Continuing Legal Education for 1.0 hours of A/V credit under the Law & Legal Procedure category.
HR Certification Institute 1.0
- This E-Learning program has been pre-approved for 1.0 (General) recertification credit hours toward aPHR®, aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM), and SPHRi(TM) recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
SHRM 1.0
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Matthew F. Nieman
Jackson Lewis P.C.
- Principal in the Washington D.C. Region office of Jackson Lewis P.C. and D.C. Office Litigation Manager, 2014-2021
- Admitted to the federal and state bars of Maryland, Virginia, and the District of Columbia
- A national practice that emphasizes all aspects of general employment counsel and litigation; disability, leave, and health management; noncompete and trade secret protection; and privacy, e-communication, and data security
- Conducts regular seminars/live webinars and workshops on sexual harassment, discrimination, substance abuse prevention topics, and litigation avoidance
- Author of numerous publications related to employer issues, including extensive publications in the area of state and federal drug testing
- Serves as general counsel for the Institute for a Drug-Free Workplace and is the co-author of Guide to State and Federal Drug Testing Laws
- American Bar Association; Society for Human Resource Management (SHRM), Dulles Chapter, past president, and current legislative liaison
- He is recognized in The Best Lawyers in America© under “Employment Law - Management” for 2021 and 2022
- J.D. degree, William & Mary School of Law; B.S. degree in Industrial & Labor Relations, Cornell University
- Can be contacted at 703-483-8331 or [email protected]
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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