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Intermittent FMLA leave management: The legal way to prevent abuse

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The Family and Medical Leave Act (FMLA)’s intermittent leave rules consistently rank near the top of human resource management headaches. A recent Littler employer survey found 65 percent of respondents reported managing intermittent FMLA leave was their most difficult HR challenge. Intermittent FMLA leave abuse, especially in industrial workplaces, can wreak havoc with production schedules. Employees who call off with flare-ups conveniently occurring on Mondays or Fridays create co-worker resentment and chaos. But take heart. There are ways to manage intermittent FMLA leave in ways that follow the law and rein in leave abuse.

Intermittent FMLA leave explained: Private sector employers with 50 or more workers and all public employers must provide eligible workers with FMLA leave. FMLA leave, including intermittent leave, may be paid or unpaid, depending on the employer’s existing paid leave policies. Employees with12 mo...(register to read more)

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{ 1 comment… read it below or add one }

Artem Arutyunyan June 24, 2019 at 3:06 pm

You are such a misleading source.because if you employers like Star If California Pay bullions every year because they retaliate against employees in a different way. I wish with all my heart that karma from all intermittent fmla users who suffer inability to workand being torn in between of FMLA and their careers get to SOB who wrote this ****. Hope you will never need an intermittent fmla for two members of your family while you also taking are sod two little kids.

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