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Detroit SHRM Webinar: "Accommodating Employees' Personal Family Responsibilities"
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This webinar will alert you to the various laws and the EEOC’s new guidance on pregnancy discrimination, which have been used to require employers to accommodate employees’ family needs and help you make the right employment decisions for your organization.

10/21/2014
When: Tuesday, October 21, 2014
11:30am - 12:30pm
Where: Your Computer
Presenter: Karen L. Piper, Bodman PLC
Contact: Detroit SHRM
248-478-6498


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"Accommodating Employees' Personal Family Responsibilities"

presented by: Karen L. Piper, Bodman PLC

 

DESCRIPTION:

A hodge-podge of federal and state laws have been used to require employers to accommodate employees’ need for time off due to personal family responsibilities.  For example, the Family and Medical Leave Act requires accommodation of employees’ need for short term absences to attend to various family needs.  Other family responsibilities which do not fit within the FMLA’s provisions may qualify for accommodation under other laws, such as Title VII’s provisions on gender and pregnancy discrimination.

 

LEARNING OBJECTIVES:

 

This webinar will alert you to the various laws and the EEOC’s new guidance on pregnancy discrimination, which have been used to require employers to accommodate employees’ family needs and help you make the right employment decisions for your organization.  You will learn:

  

  • What is the scope of the FMLA’s mandates regarding leave for female and male employees to participate in prenatal care, childbirth, and newborn care?
  • Does state or federal law mandate “light duty” work for employees during pregnancy?
  • Must an employer grant an employee time off to express breast milk during the workday?
  • Must an employer grant an employee time off to care for a seriously ill child of the employee’s same sex spouse?
  • Is leave required for employees who stand in loco parentis to care for children other than their own?  For employees to care for persons who stood in loco parentis to the employee when the employee was a child?
  • How has Title VII been used to require accommodation of employees’ family responsibilities?
  • Can an employee be fired for excessive absence to care for a disabled family member?

  

HRCI CREDITS:

This webinar has been approved for 1.0 General Credit.

 

 

COST:

Complimentary for Detroit SHRM Members

$25 for Non-Members of Detroit SHRM

 

 

ABOUT THE SPEAKER:

Karen L. Piper is a member of Bodman PLC in its Troy office.  Bodman PLC represents employers, only, in workplace law issues.  Ms. Piper has represented and counseled employers for over 34 years on various employment issues, ranging from hiring and selection to discipline and discharge, accommodating disabled employees, FMLA, performance evaluations, reductions-in-force, sexual and other forms of unlawful harassment, wage and hour issues, employee privacy, affirmative action plans, and many other issues.

 

Credentials, Designations and Memberships:

Ms. Piper serves as Secretary of the Board of Directors for the Detroit Chapter of the Society of Human Resources Management and is a member of DSHRM’s Legal Affairs Committee.

 

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MISHRM Mailing Address:

c/o Meeting Coordinators, Inc.
P.O. Box 99463

Troy, Michigan 48099
(844) 4MI-SHRM





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