FMLA, FSLA, Military Leave, and ADA Compliance



The Department of Labor is now recommending that supervisors be trained on their role under the Family & Medical Leave Act. Doing so will increase FMLA compliance and help employer defend FMLA claims.

Supervisors are on the front line. They know when employees are absent and why, and they can get frustrated with employee absences. If not trained properly, supervisors can, unknowingly, create liability for the employer under the FMLA and related laws. 

This training does not try to make supervisors into FMLA experts. Rather, it exposes supervisors to general FMLA principles and focuses on their role, how it must be coordinated with HR, and the FMLA's interplay with other laws protecting employee leaves due to illness, injury, pregnancy, and disabilities. The session ends with a highly-interactive FMLA Feud game. 

Audience: Supervisors, managers, HR professionals, and business owners.

Length: 2 hours with interactive exercises



There is, perhaps, no population more protected in employment than persons who serve in the military-- and deservedly so. Supervisors play a significant role in compliance with these federal and state laws. In this session, supervisors will learn about laws regarding:

  • Anti-discrimination of service personnel

  • Anti-retaliation of service personnel 

  • Military leave rights of service personnel 

  • Reemployment rights after military service is completed and the escalator principle 

  • Termination protections after a return from military service 

  • Leave under the Family & Medical Leave Act for family members of those who are injured or become ill during military service

Audience: Supervisors, managers, HR professionals, and business owners.

Length: 30 minutes



Liability for unpaid wages builds up quickly when supervisors don't manage work time and time off properly under the complicated Fair Labor Standards Act. This training covers how to handle:

  • Off-the-clock and off-site work

  • Overtime and pre-approval policies

  • Compensatory time

  • Time spent waiting, on-call, in training, traveling, and donning and doffing work gear. 

  • Breaks, meal periods, and breastfeeding time

  • Differences in managing exempts and non-exempts 

  • The 7 allowed pay docks for exempts 

Sadly, it's easy for supervisors to make FLSA mistakes, and the consequences can be severe. Employees rarely stand for perceived slights in their pay. Supervisor training reduces that risk. 

Audience: Supervisors, managers, HR professionals, and business owners.

Length: 30 minutes



After the Americans with Disabilities Act was amended in 2008, the focus of employment disability litigation shifted to whether reasonable accommodations have been provided. Individuals whose religion conflicts with requirements of their employment must also be reasonably accommodated for pregnancy, too. 

Providing reasonable accommodations calls for a complex and individualized process that can easily go wrong, despite best intentions. Be sure your managers recognize when to explore reasonable accommodations, and know how to do so lawfully. 

Audience: Supervisors, managers, HR professionals, and business owners.


  • 30 minutes, if part of Preventing Discrimination 

  • 60 minutes, Disability only, stand-alone

  • 90 minutes, Disability & Religion, stand alone

Presenters: Licensed attorneys practicing in employment law

Cost: Varies, based on location, customization, and number of sessions

Contact: For more information or to schedule a session: 

  • Call 515-244-2600 / 515-243-4191

  • Email 

Associated Practice Areas