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FMLA leave: Intermittent or all at once? Document what employee requested

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in FMLA Guidelines,Human Resources

Employees who are eligible for FMLA leave may not need a big block of time off, but instead want to take intermittent leave. 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 with FMLA leave.

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)

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Tami Gomez March 6, 2014 at 12:19 am

I was terminated and documented in termination papers from Southwest Airlines for using my FMLA intermittent hours in conjunction with my days offs, which was rare if the case, as well as exceeding their 18 hours absent maximum per quarter metric. Do I have any rights to fight this because they documented using FMLA basically as what they think was abusive? Thank you

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