Essential Insights

Intermittent FMLA leave: Taking Control Of HR's Biggest Headache

The Family and Medical Leave Act (FMLA) has been a thorn in the side of executives and HR Managers across the U.S. since its passage more than 25 years ago, and one aspect of the law – intermittent leave – has emerged as a chronic source of confusion, worry and consternation. It’s 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.

The Solution: "Intermittent FMLA Leave: Taking Control of HR’s Biggest Headache" 

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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

Packed with practical advice and compliance guidelines, this fast-read report delivers actionable tactics you can use today to handle the toughest FMLA situations and protect your company from mistakes and costly FMLA lawsuits. 

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

"Intermittent FMLA Leave: Taking Control of HR’s Biggest Headache” is a clear, straightforward guide your managers can use right now to tackle that tough conversation with an employee and help minimize negative effects of FMLA.

Answers to 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?
Do we have to approve FMLA to care for a parent in a nursing home with 24/7 care?

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