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.
To be eligible under the Family and Medical Leave Act, an employee must have at least 1,250 hours of service with the employer during the previous 12 months. But be careful ...
If you have employees with chronic attendance problems, you can’t rely on company policy to make things easier. Even if you follow the rules and mete out punishment fairly, it’ll still drain your energy and divert you from more important matters.
It’s tempting to get angry with an employee who starts to miss work without a good excuse.
If you instruct your employees to let their supervisors know when they
need to take FMLA-protected leave—and your employees fail to do so—you
can terminate them.
Q. I work at a software firm in San Francisco. It’s supposedly a hip
company, but I’m fed up. I was promised a performance review every six
months, but after 14 months I’m still waiting. And when I asked for
leave to be with my wife when she had a baby, the company’s personnel
person said, “We may have to dock your pay. I’ll get back to you.” She
never did. The company’s CEO keeps saying that we’re in an industry
with no accepted business model. But is that an excuse for running a
Scratch poison ivy from the list of “serious illnesses” that qualify under the Family and Medical Leave Act.
Most of my employees are hard workers who keep their priorities
straight. They don’t have time for distractions. They’re too busy
producing results, making money and having fun. But I’ve occasionally squared off against what I call “petty plotters.”
They’re the ones who find ways to avoid their work—from threatening to
sue the firm on trumped-up charges to stretching federal or state labor
laws to the limit.
Your secretary has started behaving strangely. You think she might be jealous of your recent promotion, but how do you get her back on track?
In my early years as a manager, I was always trying to mold my staff into spitting images of me. But I started to notice something wrong.
Your company has no legal obligation to offer disability benefits to former employees.
Some people may have valid reasons for missing lots of work—such as
illness—and federal and state laws largely determine how you can
respond. But others may simply skip out without an excuse.