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.
Some employees seem to think that their employer can’t punish them for violating company rules if they happen to be on FMLA leave when their employer finds out. They think the FMLA protects them broadly from consequences. Fortunately, that’s just not true.
Employees have to wait a year before becoming eligible for FMLA leave. But you should let them know about the law and what benefits it provides before they hit their one-year anniversary. This is especially true if you have been denying time off for a serious health condition during the first year.
Workers alleging disability discrimination generally have to show that they have a condition that substantially limits a major life function. But they don’t necessarily have to drag a doctor into court. They can prove a condition such as alcoholism by showing that they underwent inpatient treatment and suffered withdrawal symptoms while there.
The U.S. Department of Labor’s Women’s Bureau and Employment and Training Administration have awarded $500,000 to help four states pay for feasibility studies on paid leave.
Employees facing the end of FMLA or other medical leave are sometimes entitled to additional time off as a reasonable accommodation under the ADA. But they have to ask.
Corpus Christi-based Nueces Electrical Co-Op has agreed to pay a former employee $46,920 in back pay and damages after it forced him to retire and tap his 401(k) retirement fund instead of granting him FMLA leave.
Having employees out on FMLA leave is a hassle. But even worse trouble is certain if bosses make a big deal out of routine FMLA leave requests.
Employees who take protected FMLA leave are only entitled to return to their jobs after leave if they are cleared to perform that job. Employers that want a specific fitness-for-duty certification must ask for more than just the certification. They also have to provide the employee with a list of the job’s essential functions for the doctor to use when assessing fitness for duty.
Employers sometimes think it’s too dangerous to fire a worker who has recently returned from FMLA leave. But don’t let fear of a lawsuit keep you from making a reasonable and necessary business decision. Just make sure the employee’s use of FMLA leave didn’t motivate the discharge.
Criticizing employees for taking FMLA leave can mean trouble.