Fmla Intermittent Leave
FMLA’s Intermittent Leave: Confused and Suspicious | |
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Employers who originally envisioned or understood that FMLA would be taken once, in its entirety when an employee had a child or provided caregiver services for a family member have found it difficult to adjust to the provision of intermittent leave and reduced schedules for the impact they have had on the workplace. When dealing with intermittent leave employers are experiencing some new dynamics with employees including keeping detailed and precise records on how much time has been counted toward FMLA as well as eligibility for FMLA. Employers wonder what accommodations to provide the employee, how to cover for an employee who may be spontaneously or sporadically absent from work and have even found themselves evaluating if they have a right to terminate an employee on intermittent leave. When employees use FMLA intermittent leave for their own medical ailments it sometimes creates suspicious employers who feel they have employees abusing the right to time off under FMLA and has caused some employers to resort to surveillance upon their employees on leave. Intermittent leave can be a complicated part of FMLA for an employer. The Family Medical Leave Act (FMLA) was signed in to law in 1993 under President Bill Clinton due to an increasingly diverse worker demographic, most notably women of child bearing age, mothers concerned with raising their young children, and the aging baby-boomer generation who were becoming more concerned with caring for themselves, their families and their parents. FMLA provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12- month period to eligible, covered employees for the following reasons: 1) birth and care of the eligible employee's child, or placement for adoption or foster care of a child with the employee; 2) care of an immediate family member (spouse, child, parent) who has a serious health condition; or 3) care of
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Employers who originally envisioned or understood that FMLA would be taken once, in its entirety when an employee had a child or provided caregiver services for a family member have found it difficult to adjust to the provision of intermittent leave and reduced schedules for the impact they have had on the workplace. When dealing with intermittent leave employers are experiencing some new dynamics with employees including keeping detailed and precise records on how much time has been counted toward FMLA as well as eligibility for FMLA. Employers wonder what accommodations to provide the employee, how to cover for an employee who may be spontaneously or sporadically absent from work and have even found themselves evaluating if they have a right to terminate an employee on intermittent leave. When employees use FMLA intermittent leave for their own medical ailments it sometimes creates suspicious employers who feel they have employees abusing the right to time off under FMLA and has caused some employers to resort to surveillance upon their employees on leave. Intermittent leave can be a complicated part of FMLA for an employer. The Family Medical Leave Act (FMLA) was signed in to law in 1993 under President Bill Clinton due to an increasingly diverse worker demographic, most notably women of child bearing age, mothers concerned with raising their young children, and the aging baby-boomer generation who were becoming more concerned with caring for themselves, their families and their parents. FMLA provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12- month period to eligible, covered employees for the following reasons: 1) birth and care of the eligible employee's child, or placement for adoption or foster care of a child with the employee; 2) care of an immediate family member (spouse, child, parent) who has a serious health condition; or 3) care of