Bring it home. This is the final slide — "Prohibitions, Intermittent Leave, and Reinstatement". Use it to consolidate the key messages of the session and connect them back to the participants' day-to-day work. Slow your pace here and make eye contact. Talking points (walk through each in order): 1. FMLA Prohibitions — We May NOT. Interfere with, restrain, or deny FMLA rights · Retaliate against any employee for exercising FMLA rights · Discriminate against or discharge employees for opposing illegal FMLA practices · Discharge an employee for filing charges or testifying in FMLA proceedings Facilitator tip: say this in your own words, then ask the group for a real example of "fmla prohibitions — we may not" from their own team before moving on. 2. Hiring Prohibition. Never ask a job candidate if they have taken FMLA leave before or plan to in the future — this information cannot influence any employment decision (hiring, promotion, pay, discipline, termination) Facilitator tip: say this in your own words, then ask the group for a real example of "hiring prohibition" from their own team before moving on. 3. Intermittent Leave Rules. Permitted for serious health conditions and military exigency leave · Intermittent bonding leave requires employer agreement · Alternate duty (light duty) cannot be required for nonintermittent leave — only hours off duty count against the 12-week allotment Facilitator tip: say this in your own words, then ask the group for a real example of "intermittent leave rules" from their own team before moving on. 4. Reinstatement Right. Eligible employees returning from FMLA are entitled to the same position or an equivalent position with the same pay, benefits, and working conditions Facilitator tip: say this in your own words, then ask the group for a real example of "reinstatement right" from their own team before moving on. 5. Reinstatement May Be Denied If. The employee would not have remained employed (e.g., layoff affecting their position) · The employee announces intent not to return · The employee took leave fraudulently or violated policy · The employee is no longer qualified to perform the job Facilitator tip: say this in your own words, then ask the group for a real example of "reinstatement may be denied if" from their own team before moving on. 6. Key Points to Remember. Up to 26 weeks for servicemember caregiver leave · Leave can be taken intermittently · Workers generally receive benefits while on leave and are reinstated when leave expires · You are the first line of FMLA compliance Facilitator tip: say this in your own words, then ask the group for a real example of "key points to remember" from their own team before moving on. Engage the room. Ask for a show of hands: who has faced a situation like this in the last month? Wrap-up. Aim for 6–7 minutes. Recap the single most important takeaway, point participants to the quiz and scenario exercises for this module, and thank them for their engagement.

Speaker Notes · Slide 1

Leave of Absence for Managers