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Video instructions and help with filling out and completing fmla for pregnancy before birth
I'm a member of our labor and employment group here at North Allina thank you for joining us we have all of our callers presently in listen-only mode that will hopefully improve the quality of the of the presentation for the moment if you have questions during the presentation you can write them in the question box on your webinar toolbar and we'll answer them at the end of the presentation for your convenience a copy of today's presentation is attached under the handout section so feel free to join that with colleagues who weren't able to listen to the presentation presentation is also going to be posted up on our website so if anyone does want to listen to it later it'll be available to them shortly after we finish there will be a brief survey at the end of the webinar we appreciate you taking time to complete this it helps us plan for future presentations and as always if you have any suggestions for topics of webinars or other seminars we would be most grateful if you share those so with that let's start talking about absent employees this is a not a new topic by any stretch of the imagination but it's one that HR folks deal with almost on a daily basis and that's because there are so many sources from which someone might have a right or an entitlement to take time off from work and so first we're talking about time that they can take from work that time may or may not be paid and we'll talk about that a little bit later today but as you can see from the list you've got Family Medical Leave acts and here in Connecticut we have our state Family Medical Leave Act which when we review you'll see is similar but has some differences than the federal act we now have a Connecticut paid sick leave Act the Americans with Disabilities Act sometimes gets triggered when we have discussion about leaves the Connecticut Fair Employment Practices Act which generally deals with anti-discrimination concerns also has a component of it that deals with leave for pregnant where workers compensation also sometimes gets involved in these conversations and those are just the statutory rights you could have employment agreements personnel rules collective bargaining agreements that all prfour different rules and rights with regard to leave we're going to start by talking about the Family Medical Leave Act and these acts have been around for a number of years but they nevertheless are ones that sometimes trip people up and I think they trip people up when they win in HR folks or managers conflate them and simply think of them as one I would really recommend to everyone listening that you treat these separately meaning when an employee comes to you you first ask does this employee have some time available under the family federal Family Medical Leave Act for the reason they're presenting.