It's unfortunate that as an HR professional you have to add managingAct ( ) abuse to your "to do list." But the reality is that the complexities of the FMLA open the door for unscrupulous workers to take advantage of the law and your organization — by requesting leave for not-so-serious health problems, or worse, by taking as a way to escape disciplinary action for tardiness or poor attendance.
Fightingmight seem daunting, but it's completely doable, thanks, in large part, to the final FMLA regulations, which became effective Jan. 16, 2009, said Linda Southard, Founder and President of Work & Well, a provider of medical leave and administration programs.
According to Spencer Benefit Report, approximately 40% of HR professionals reported approving FMLA requests that they believed were not legitimate and 42% cited employee abuse of intermitte...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Use it or lose it! You must enforce your call-off policy
- Employment law 101: Beware firing immediately after employee returns from FMLA leave
- You can't force employee to use paid time if on disability
- During FMLA, you can pay exempt workers by the hour