The administration of intermittent FMLA leave is one of the greatest challenges you and your employer face. Routinely abused by employees, it is a managerial nightmare as it:
- Reduces workplace productivity
- Increases employers’ costs
A number of recent court decisions around the country provide instructive lessons on what can be done to curb abuse and how HR professionals can better administer such leaves.
Register now for this webinar to gain key insights on the administration of intermittent leave and how employers can curb abuse of intermittent FMLA leave. Practical examples will provide you with the knowledge you need to administer intermittent FMLA leave in compliance with the law, while making sure that the FMLA and employer policies are being adhered to so that your workplace runs more efficiently.
Steven J. Luckner
Steven J. Luckner is a shareholder with the law firm of Ogletree Deakins. Mr. Luckner’s practice focuses on the defense of employment law cases involving allegations of wrongful discharge, sexual harassment, age, race, sex, religious, disability discrimination and whistleblowing. He also has experience in defending wage and hour claims under the Federal Fair Labor Standards Act and various state laws.
Mr. Luckner prosecutes and defends cases involving post-employment restrictions, unfair competition, breach of fiduciary duty and trade secrets. In connection with these claims, he has extensive experience obtaining and defending against applications for temporary restraining orders and preliminary injunctions.
Mr. Luckner also has experience in the cutting-edge issues associated with the Computer Fraud and Abuse Act and how that Act and other state computer fraud laws relate to the management of employer-employee relationships in the digital age. He also routinely advises HR professionals, in-house counsel and business owners on day-to-day employment issues including leaves of absence, reasonable accommodations, reductions-in-force and employee discipline.
Mr. Luckner assists employers through reductions-in-force and in responding to employment audits from government officials. He also conducts independent investigations for employers in relation to complaints of sexual harassment, discrimination, whistleblowing and other employee issues.