We’ll assist you in tracking and managing intermittent FMLA leave … fighting FMLA fraud and FMLA abuse … and managing FMLA in general.
Beyond mastering FMLA regulations on intermittent leave, we’ll share FMLA guidelines on how to curb FMLA abuse, and dramatically improve your overall FMLA compliance.
Don’t make a common, but potentially expensive mistake. You can terminate an employee who isn’t ready to return to work when he has used up his FMLA leave without violating the FMLA. However, you may be violating the ADA by doing so.
Q. One of my employees recently informed me that she needs to take time off to seek psychiatric treatment. I realize that this employee may be disabled under the ADA, but could she also be considered to be suffering from a serious health condition under the FMLA?
Florida’s version of the FMLA allows workers to take up to three days of leave if the employee or a family member is the victim of domestic violence. Now a state senator, Mike Fasano, has proposed an amendment that would extend that protection to pet abuse.
While employees with chronic medical conditions are typically entitled to FMLA leave, such intermittent absences are fertile ground for abuse. After all, an employee on intermittent leave can simply call in and say his condition is acting up. But that doesn’t mean you’re powerless if you suspect abuse.
Q. We have an employee who has exhausted his FMLA leave, but wants additional time off. Do we have to grant his request?
The U.S. Department of Labor has proposed new FMLA rules that would formalize several statutory amendments that expanded military family-leave rights in 2008 and 2009. The new rules would officially incorporate into the FMLA amendments that were tacked onto the National Defense Authorization Act. If you're covered by the FMLA, these rules will apply to you.
The DOL's FMLA regulations provide employers with several options for calculating how much leave employees are entitled to at any given time. According to the regulations, employers are permitted to choose any one of the following methods for measuring the “12-month period” in which the 12 weeks of leave entitlement occurs.
The U.S. Department of Labor has released new updated FMLA certification and notification forms that won't expire for three more years. These new forms carry an expiration date of Feb. 28, 2015 in the upper right corner. Employers can use these DOL forms directly in their organizations, or they can use the forms as models and create their own versions ...
In Shaffer v. American Medical Association, the 7th Circuit Court of Appeals reminded employers they cannot base a termination decision on an employee’s decision to take FMLA leave. Here are some of the lessons the case can teach employers.
Employers are technically allowed to terminate employees who don’t turn in their paperwork within 15 days of going on FMLA leave. But doing so under all circumstances may be a mistake, especially if the employee had a good reason for the delay.