It's unfortunate that as an HR professional you have to add managingAct ( ) abuse to your "to do list." But the reality is that the complexities of the FMLA open the door for unscrupulous workers to take advantage of the law and your organization — by requesting leave for not-so-serious health problems, or worse, by taking as a way to escape disciplinary action for tardiness or poor attendance.
Fightingmight seem daunting, but it's completely doable, thanks, in large part, to the final FMLA regulations, which became effective Jan. 16, 2009, said Linda Southard, Founder and President of Work & Well, a provider of medical leave and administration programs.
According to Spencer Benefit Report, approximately 40% of HR professionals reported approving FMLA requests that they believed were not legitimate and 42% cited employee abuse of intermitte...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- ADA: You may not have to honor employee's request for gradual return to work
- An hour of intermittent FMLA leave? A half hour? 15 minutes? How low can employees go?
- Counting paid time off as FMLA leave? Tell worker you're running them concurrently
- North Carolina Unemployment Compensation Law