Going All-in Next Week at #DMEC2014 in Vegas

We’re packing our bags and going all-in for the [2014 DMEC Annual Conference](http://dmec.org/annual-conference/) next week at the Venetian Resort in Las Vegas. We’ll be at booth 412 talking with HR folks about the challenges they face while managing employee leave. We’ll also be doing a drawing for a Tory Burch handbag and an iPad mini, so stop by and test your luck for a chance to win. *Here’s a list of tid-bits to know to become a “high-roller” in managing FMLA leave:* + FMLA has been around for over 20 years, and we would put our money on expanding guidelines. Check out a few [bills]( http://www.popvox.com/blog/2014/issue-spotlight-fmla/) related to FMLA and workplace flexibility that have been introduced to Congress this year and could expand FMLA’s reach. + The number of onsite FMLA investigations is expected to increase. A recent blog post by Jeff Nowak at [FMLA Insights]( http://www.fmlainsights.com/department-of-labor-to-increase-frequency-of-fmla-on-site-investigations/) explains why. + All chips are on the table - HR Managers are required to maintain all leave documentation and case history to be compliant. + Test your luck [here](http://optis.com/campaigns/land-of-leave/) and see which states have leave related to medical emergency responder leave. + Be an “FMLA bookie” and know that 12 month FMLA calculations can be counted in a variety of ways, but must be applied consistently across all employees: Calendar year, rolling 12 month period, a fixed 12 month period, or the 12 month period when an employee first takes leave. Also, Employees qualify for FMLA leave if they have worked for you any accumulation of 12 months in the last seven years. (Time prior to the last seven years also counts if either USERRA or other written agreements apply indicating the employer’s intent to rehire.) Or, if they have worked 1,250 hours in the last 12 months. Don’t rely on beginner’s luck in managing leave. Schedule a one-on-one meeting with Optis by [contacting us.]( http://optis.com/contact)