Q. Some of our employees routinely ask to use
A. Sounds like it's time to pull in the reins. Although may be used intermittently, there are steps you can take to prevent employee abuse.
First, designate thatbe taken in no less than the shortest period of time recognized by your payroll system.
Second, require medical certification that saysis needed. If a tardy employee doesn't provide a completed medical certification form in a timely way, deny leave and hand out as described in your company's attendance policy. If you don't have an attendance policy, it's time to get one!
Third, if the medical certification indicates that intermittent leave is needed, you can temporarily transfer the employee to an equivalent alternate position to better accommodate your scheduling needs.
- After military leave, does employee get across-the-board raise instituted while he was gone?
- Keep good records of employee leaves; workers have three years to file FMLA suits
- Locked out of new Section 179 break
- All staff on payroll count toward FMLA threshold
- Use absenteeism point system to avoid favoritism disputes