Intermittent FMLA
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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 specific 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 benefits. This option is available only when the leave is foreseeable, the employee is qualified 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 benefits will be paid. RECERTIFICATION If 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. DOCUMENTATION Record all intermittent FMLA leave taken against an employee’s allotted leave available. Ensure you have a record of all FMLA communications. SECOND OPINION Request 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.
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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 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.
