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- Michael Wescott and Leslie Sammon, Axley Brynelson
Thursday, June 21, 2012
Olbrich Botanical Gardens
This program has been pre-approved by HRCI for 2.0 hours General Credit.
Click here for important information about HRCI pre-approval.
There are two types of "military family leave" under the FMLA. The first type - qualifying exigency leave - gives leave rights to employees who have a family member on active duty in a foreign country. The second type of leave - military caregiver leave is for employees who are needed to care for a family member who was injured on active duty in a foreign country. Specifically, you may need to provide these types of leave if you have any employees with family members who are serving (or have served) overseas in the regular armed forces, National Guard, or military reserves.
FMLA is ruled by timelines for giving and receiving information, for measuring how much leave has been taken, and determining how much employees still have remaining in a given FMLA leave year. A good grasp of timing rules - and learning how to monitor other key areas of FMLA usage - can help you prevent abuse of FMLA entitlements and fend off litigation.
It's one thing to grasp individual FMLA rules and another to put the pieces together in the real world. What happens when employees fail to follow your absenteeism policies, which you're allowed to apply when they want to take FMLA leave? Is a light-duty job consistent with FMLA rights? This Toolbox will help provide answers to these questions and more.
Objectives for this Toolbox include the following:
• Learn how to coordinate the state and federal laws related to FMLA
• Learn about the two types of “military family leave” under the FMLA and when it must be provided, and how to mesh your regular FMLA leave year with the specialized calendar used for calculating military caregiver leave
• Learn how to meet FMLA notification deadlines, curb abuse and prevent claims
• Learn the rules regarding substitution of various different types of paid leave for FMLA leave
• Learn how courts are interpreting the most recent FMLA legislation
Michael Westcott is a partner and member of the Labor & Employment Practice Group at Axley Brynelson, one of the largest law firms in Wisconsin, as well as a member of the firm's Executive Committee. Mr. Westcott represents management in all facets of labor and employment law matters. He represents private and public sector employers in union organizational drives, labor negotiations, grievance and interest arbitration hearings, and unfair labor practice hearings. A large portion of his practice also involves litigating employment discrimination claims on behalf of employees. He regularly advises employers on worker's compensation, unemployment compensation, employee handbooks and policies and other related personnel issues. He represents employers before the Wisconsin Employment Relations Commission, the National Labor Relations Board, the Occupational Safety and Health Commission, the Wage and Hour Division of the United States Department of Labor, the Wage and Hour Division of the State of Wisconsin Equal Rights Division, and federal, state and local administrative agencies concerning employment discrimination matters. Mr. Westcott also spends a significant amount of time advising health care employers in the labor and employment law implications of mergers and integrations.
Mr. Westcott frequently speaks on labor and employment-related issues before civic and business groups. He also regularly conducts training seminars for clients of Axley on issues including sexual harassment, maintaining a non-union environment, interviewing techniques, avoiding fair employment claims and related subjects.
Leslie Sammon is a partner with Axley Brynelson, one of the largest law firms in Wisconsin, practicing in the area of labor and employment law, advising and representing private and public sector employers. She regularly provides consultation, representation and training to human resources professionals and speaks on labor and employment-related issues before a variety of professional and business groups. She also has industry experience with unionized and non-unionized employers, acute and long-term health care facilities, telecommunications, municipalities and construction matters.
Prior to beginning her law career, Ms. Sammon was a staff nurse in the intensive care unit of two Madison-area hospitals and maintains her licensure as a registered nurse in Wisconsin.
For more information contact:
GMA SHRM Management Team
2830 Agriculture Dr.
Madison, WI 53718
fax (608) 204-9818
Program Schedule subject to change.