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)
- Evaluate work before switching to full time
- Employers aren't required to offer intermittent FMLA leave for birth, adoptions
- Employee calling in 'sick' doesn't automatically trigger your FMLA obligations
- Employee returning from FMLA leave? It's OK to ask about his ability to do the job
- Make sure employees know FMLA policy on returning to work