Intermittent FMLA
-
Upload
infinisource -
Category
Recruiting & HR
-
view
296 -
download
5
description
Transcript of Intermittent FMLA
Managing intermittent leave is one of the greatest FMLA challenges. It extends beyondtracking to issues of scheduling, abuse and disciplinary actions. FMLA intermittent leave
is when an employee takes leave on a reduced schedule rather than all at once.
For employers, there are some specific guidelines for dealing with intermittent FMLA leave:
SCHEDULEDIf the leave is foreseeable,
the employee must provide 30 days’ notice to
the employer or, if unforseeable, as soon as
practicable.
VACATION/SICK PAYHave a policy that
requires employees to use accrued vacation or sick
pay for time o�.
TRANSFERAn employer can temporarily transfer
an employee to an available alternative position with equivalent pay and
benefits. This option is available only when the leave is foreseeable, the
employee is qualified and the position better accommodates recurring leaves.
EXPLAIN WAGESExplain wages and salary changes
to the employee up front. You may
dock even exempt employees for
FMLA intermittent leave. Discuss
any changes in how benefits will
be paid.
RECERTIFICATIONIf an employee requests
intermittent leave, request medical recertification when the minimum
duration of the original certification ends (but not more
often than every 30 days). You can request recertification every six
months regardless of the duration.
DOCUMENTATIONRecord all intermittent FMLA
leave taken against an employee’s
allotted leave available. Ensure
you have a record of all FMLA
communications.
SECOND OPINIONRequest another doctor to confirm the validity of
the condition and the proposed treatment
schedule.
FREQUENT CONTACT
Prudent employers would benefit from keeping in close contact with an
employee out on intermittent leave to
confirm eligibility.
copyright 2013
These steps can reduce the FMLA headache from a migraine to a dull pain.