But that doesn’t mean you should do nothing. An employee may give you any number of reasons for not wanting to take, including that they don’t have a doctor, they can’t afford to go to the doctor, they can’t afford to take unpaid leave, or they want to save their time in case they need it in the future.
If the employee refuses to provide certification, remind them that they will be held to your company’s standard attendance policy and excessive absences may result in termination. Document your conversations with the employee to defend against accusations that you interfered with or denied the employee’s. Follow up an oral conversation with an email reiterating the right to apply for FMLA leave.
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/37112/not-all-who-need-fmla-leave-take-it "
- Counting paid time off as FMLA leave? Tell employee you're running them concurrently
- Employee's resignation stops your FMLA obligation
- Be careful with doctor certifications: Union contract may trump FMLA rules
- Why Henry Ford doubled wages
- Cut slack on notification requirement when emergency clearly signals FMLA need