Employees with chronic medical conditions that flare up unpredictably may be entitled to FMLA leave. But that can create scheduling nightmares for employers. And intermittent leave, by its nature, is subject to abuse. After all, an employee on intermittent leave can simply call in and explain his condition is acting up. But that doesn’t mean employers are powerless when they suspect abuse.
- Brace for lawsuit if 'demotion' involves less prestige, fewer opportunities
- Discipline only after documenting work slippage
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- Employee stressed out by possible discipline? That's no reason to halt the process
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