Intermittent FMLA

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Periodic time off can be a headache. Here are some tips to help handle intermittent FLMA leave.

Transcript of Intermittent FMLA

  • Managing intermittent leave is one of the greatest FMLA challenges. It extends beyond tracking 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 specic guidelines for dealing with intermittent FMLA leave: SCHEDULED If the leave is foreseeable, the employee must provide 30 days notice to the employer or, if unforseeable, as soon as practicable. VACATION/SICK PAY Have a policy that requires employees to use accrued vacation or sick pay for time off. TRANSFER An employer can temporarily transfer an employee to an available alternative position with equivalent pay and benets. This option is available only when the leave is foreseeable, the employee is qualied and the position better accommodates recurring leaves. EXPLAIN WAGES Explain wages and salary changes to the employee up front. You may dock even exempt employees for FMLA intermittent leave. Discuss any changes in how benets will be paid. RECERTIFICATION If an employee requests intermittent leave, request medical recertication when the minimum duration of the original certication ends (but not more often than every 30 days). You can request recertication every six months regardless of the duration. DOCUMENTATION Record all intermittent FMLA leave taken against an employees allotted leave available. Ensure you have a record of all FMLA communications. SECOND OPINION Request another doctor to conrm the validity of the condition and the proposed treatment schedule. FREQUENT CONTACT Prudent employers would benet from keeping in close contact with an employee out on intermittent leave to conrm eligibility. copyright 2013 These steps can reduce the FMLA headache from a migraine to a dull pain.