Intermittent FMLA Leave:
Taking Control of HR’s Biggest Headache
Intermittent Leave is one aspect of the Family and Medical Leave Act (FMLA) that is often a source of worry and confusion for executives and HR Managers across the U.S.
It can be an administrative nightmare. The random nature of employee absences makes it very difficult to get a handle on staffing levels and overall productivity. Not only that, a few small administrative mistakes can get employers in a world of legal trouble.
Intermittent FMLA Leave: Taking Control of HR’s Biggest Headache gives you actionable tactics you can use to handle the toughest situations and protect your company from costly mistakes.
An Easy-to-Understand FMLA Refresher Course in 30 minutes
- 4 key requirements needed to qualify for FMLA coverage
- 5 factors that determine what counts as “continuing treatment”
- Clarification on one of the murkiest areas of FMLA administration
- 8 off-the-cuff employee statements the courts say are sufficient to notify you of FMLA leave
Discover Concrete Steps Employers Can Take to Keep Intermittent Leave Under Control
- 6 specific things to ask for from the employee’s physician
- 3 scenarios that trigger recertification
- When it’s acceptable to transfer or fire an employee on intermittent leave
Get Answers to the Intermittent FMLA Questions That Trip Up the Savviest HR Managers:
- Chronic lateness due to migraines: a well-established chronic condition, but how do you manage it?
- You’ve transferred an employee on FMLA leave and want to make it permanent. Now what?
- Can you hire an investigator if you suspect FMLA abuse?
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