WEBINAR
Attendance Policies:
How to Structure an Enforceable Plan
January
Monday
January
01
1999
at
10:00 AM
(Eastern)
When attendance expectations clash with employee rights
As an employer, you expect those you hire to show up when scheduled. After all, work can’t get done without employees to do it. However, many exceptions frequently come up. People get sick. Dental appointments happen. Young employees start families and older employees end up caring for their parents. Workers with disabilities encounter setbacks. Religious beliefs and practices require occasional time off, even during busy seasons. Reservists are called to active duty during military engagements and weather emergencies. These are only a fraction of the reasons you might encounter.
Several laws guarantee employees these rights. However, they also have their limits. You need an attendance policy that makes it clear attendance is essential, but with built-in checks that ensure you’re not illegally enforcing it.
On December 3, join employment lawyer Anniken Davenport as she walks you through everything you need to know to craft an attendance policy that balances those needs. You’ll learn how to address legally protected absences, and what expectations you need to have in writing to cover your organization.
Webinar Agenda
Learn how to structure a policy that establishes attendance as an essential job function.
Understand when intermittent absences are a protected right and how they affect your attendance policies.
Learn how to account for FMLA absences in performance evaluations and no-fault attendance policies.
Discover how to prove attendance is an essential job function while complying with ADA regulations.
Reasonably accommodate pregnancy-related absences and restrictions before and after birth under the new PWFA.
Manage unlimited milk-expression breaks under the PUMP Act rules.
Learn the rules under USERRA, including extended absences for active duty.
Identify red flags and implement strategies to prevent misuse of protected leave.
Navigate new Supreme Court standards on religion-based time-off requests while maintaining fairness in the workplace.
Create a policy statement and outline an attendance policy. Emphasize the importance of regular attendance while accommodating employees’ medical, religious, military and family-related needs.
Determine eligibility and coverage. Specify who is eligible for FMLA and clarify what ADA and PWFA coverage entitle workers to.
Enforce your policy. Outline the potential consequences for noncompliance with the attendance policy, ensuring all disciplinary actions will be within legal regulations.
Meet Anniken
Anniken Davenport is a noted employment law attorney and the legal analyst and senior editor of HR Employment Law Advisor. She has authored several books, including the Employer’s Practical Legal Guide. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College.
Registration Bonuses
Attendance Policies: FMLA, Military and Sick Leave
Everyone who signs up will receive a copy of Attendance Policies: FMLA, Military and Sick Leave. This white paper will walk you through the creation or updating of policies related to FMLA, military and sick leave. We’ll tell you what you must include, with sample language to send to employees and/or include in your policy manuals. This reference will prove invaluable for your HR department.
30-Day Free Trial to The HR Weekly
You’ll also receive one month of exclusive access to The HR Weekly, our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then current rate, unless you tell us “no, thanks”—your choice.
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Recertification Credits
Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.
This Program has been pre-approved for 1.25 HR (General) credit hours toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).
We promise you'll be satisfied
If this webinar fails to meet your needs in any way, we will refund 100% of your tuition – every penny you paid – but your course materials and registration bonuses will be yours to keep. No hassles, no questions asked.
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