Q. I told an employee who takes lots ofthat all of her time out of the office (no matter what it was for) would count against her time. My VP called me in and told me I was wrong and that was absolutely NOT the law. What is the best way to track her ? Do I ask for documentation each time? —J.S., Texas
A. Your VP is right! It's true that many employees abuseleave. But you should never count time off as FMLA qualifying unless you have a legitimate reason. When an employee presents a certification form indicating that she must "self-treat" whenever her condition flares up, you can't require additional documentation for each absence.
However, if an employee's intermittentbegins to show a problematic pattern (such as regularly leaving early on Fridays or coming in late on Mondays) or if there are other facts indicating fraud or abuse, you can and should request additional documentation.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/2069/know-which-leave-counts-toward-fmla "