Employees who are eligible formay not need a big block of time off, but instead want to take . But that can be more difficult for employers to manage.
For example, an employee who needs a few hours off per week to take her ailing parent to doctors’ appointments can mean having to adjust other employees’ schedules to accommodate those absences. A block of time off may be much easier to manage.
Unfortunately, it isn’t up to the employer whether the employee takes a block of time or intermittent leave. If the medical certification calls for intermittent leave, that’s the employee’s choice. Forcing her onto block leave may constitute interference withleave.
That’s why it is crucial for you to document exactly what the employee requested. If you place her on block leave, make sure that’s what her certification calls for.
Recent case: Rochelle worked as a health service manager for a provider of...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Want to fire employee for attendance problems? Make sure no absences are FMLA-related
- Employee doesn't want FMLA leave? Court says you can't force the issue
- Suspect domestic violence? What to do
- Understand NJLAD's broad definition of 'handicapped'