Q. Our receptionist has been certified as eligible forfor migraines. When she calls in sick without notice, it really disrupts our workplace; we have to pull someone from another position to cover her duties. Can I transfer her to another position where we can better accommodate her absences?
A. One of the most frequently misunderstood regulations that interpret theis the one that provides for the transfer to an alternate position that can better accommodate the need for . The regulation actually provides that such a transfer is allowed only where the intermittent leave is foreseeable based on planned medical treatment as opposed to a chronic need for unforeseeable leave.
Whether this limitation was intended or not is unclear—there certainly does not appear to be a rational basis for it. At least one court has upheld the regulation as written, and held that it violates the act to transfer an employee to an alternate position when the employee’s intermittent leave is unforeseeable.
The U.S. Labor Department has been promising revisions to thefor quite some time, and employers have identified intermittent leave as one of the most difficult areas of the FMLA to manage. Let’s hope the Labor Department will address this issue in its revised regulations.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Plan now to reduce impact of flu pandemic in the workplace
- Expect litigation if you try to quibble over return-to-work schedule following FMLA leave
- Absentee Problem? Here's how to clarify your leave policy
- Obama's agenda: 5 ideas to alter small biz