How much is enough?

Rockie

I am in the process of writing up FMLA training for supervisors. I do not want to blitz them with unnecessary information....but do want to give them what they need.

What are some of the basics you cover with them?
What can be left out?

Thanks.

POPEYE

Once you tell them that they can be held personally liable for any violation of the REGS, they will want to know all there is to know. I personally feel that the more informed that superisors are, the better they will be able to insure compliance with the REGS.

rad

Check out HRTools.com. They have some training info on FMLA and other topics. Someone else in this forum recommended it and I liked the site.

Whirlwind

A lot depends on your organizational structure and how certain responsibiities are divided among HR vs. department heads vs. line supervisors. But having said that, I tend to agree with you about the pitfalls of giving supervisors unneeded information. In my organization, supervisors are overwhelmed by their responsibilities. I don't need to know how to do everything they do, and they don't need to know how to be an HR professional.

Of course, all supervisors and managers should have access to all of your policies and procedures, but regarding training them further, I always think in terms of what's the main thing I want them to know or do. In my case, I want them to consistently report to HR any absence that is longer than three consecutive shifts. I don't want them to worry about all the ins and outs of what constitutes an FMLA-qualifying condition, whether the employee is eligible, etc. Just PLEASE tell me on the 4th day of absence instead of waiting until the end of the month when time sheets are due. Then I can begin the process of determining eligibility, notifying the ee of preliminary designation and requirement for documentation, etc.

In summary, to give them the most useful and succinct training, you just need to ask yourself: What do I need them to do in order for me to administer FMLA properly? The answer to that may be different in your organization than it is in mine, but I hope this is a helpful way to think about it.

Rockie

Whirlwind: I tend to agree with what you said. Our organization is much like yours. I certainly don't want supervisors making these decisions. My main issues with supervisors is just what you said...make sure they let you know when someone is out and also when they come back.

I think following procedures is the main area I will focus on and throw in a little of what a qualifying event is, but not put the burden on them to make this decision.

Just informing HR of needed events will be a big improvement.