How to successfully manage FMLA intermittent leave — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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How to successfully manage FMLA intermittent leave

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in Employment Law,FMLA Guidelines,HR Management,Human Resources,Leaders & Managers,Management Training

The Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees to take up to 12 weeks per year of unpaid leave from work for their own “serious health condition” or to care for an immediate family member with a serious health condition. Leave is also available for childbirth or adoption.

Employers with 50 or more employees within a 75-mile radius must offer FMLA to their eligible workers.

Employees don’t have to take those 12 weeks of leave all at once. They can—and typically do—take small chunks of intermittent leave for a single, qualifying reason. Employees often use it while recuperating or when suffering from chronic conditions.

What's new  

The U.S. Labor Department, the agency that administers the FMLA, recently collected 15,000 public comments on the law’s effectiveness. A top employer complaint: productivity problems caused by employee use (and abuse) of intermittent leave.

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