Ease the burden of managing intermittent FMLA ...

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

Part of the HRMorning Employment Law Series

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’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.

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.  

What's Inside?
Intermittent FMLA Leave: Taking Control of HR's Biggest Headache

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

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

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?

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