FOR IMMEDIATE RELEASE
June 4, 2012
Contact: Elizabeth Hall, Senior Web Editor
(800) 543-2055 (703) 905-8000
Free Report on FMLA Helps Organizations Prevent Intermittent Leave Abuse and Avoid Lawsuits
Falls Church, Va. — One of the biggest employer complaints about the Family and Medical Leave Act (FMLA) is the productivity problems caused by employees’ use—and abuse—of FMLA intermittent leave. Employees with chronic health problems frequently take FMLA leave in short increments of an hour or less. In the revised FMLA regulations, which took effect in 2009, the Department of Labor says that, in most cases now, employees who take FMLA intermittent leave must follow their employers’ call-in procedures for reporting an absence, unless there are unusual circumstances.
“Even though managing FMLA intermittent leave can be vexing, the FMLA does give employers some tools to combat leave abuse,” says Business Management Daily’s Senior Web Editor Elizabeth Hall. “Employees must give at least 30 days’ notice when their need for FMLA leave is foreseeable. When it’s not, they must notify you ‘as soon as practicable.’ ”
Business Management Daily is offering FMLA Intermittent Leave: 5 guidelines on managing intermittent leave and curbing leave abuse under the new FMLA regulations FREE for a limited time to highlight the importance of complying with the FMLA. This informative report will help organizations and their HR professionals learn the important components of FMLA intermittent leave to prevent abuse of the law by employees and protect themselves from lawsuits.
FMLA Intermittent Leave: 5 guidelines on managing intermittent leave and curbing leave abuse under the new FMLA regulations includes:
- The four changes to FMLA regulations that organizations must comply with
- Strategy tips for tracking FMLA intermittent leave
- How to curb FMLA abuse with a step-by-step plan for handling suspicious leave requests
- The calendar-year method to control employees’ abuse of the FMLA
- Answers to readers’ questions on administering FMLA intermittent leave
“Make sure your organization’s policies and employee handbook are up to date, and revisit how you track FMLA intermittent leave,” Hall says. “This report will serve as a beneficial guide to help you do that.”
Stop FMLA leave abuse by employees and avoid ending up in court — Download FMLA Intermittent Leave: 5 guidelines on managing intermittent leave and curbing leave abuse under the new FMLA regulations now.
Looking for more ways to improve your organization’s overall compliance of the FMLA? Business Management Daily’s next FREE download, FMLA Forms: 7 forms to help organizations comply with the FMLA, will provide HR pros with forms that use the exact language required by federal law. Download them at www.BusinessManagementDaily.com and Business Management Daily’s LinkedIn group beginning Monday, June 11.
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