FMLA and Other Absences
Michelle
7 Posts
It seems as if FMLA is a real topic of interest within our field!
We have an employee that is out on intermittent FMLA due to his wife's serious health condition. This employee has a history of "riding the system".
Under his current leave desgination, he is incurring absences for things other than his wife's health condition, ie sick children, etc.
I know that absences related to his wife are protected, but what about everything else! I also know that we should treat an FMLA employee the same as we would an "active" employee, so are we allowed to start progressive discipline for his other absences?
Any help is appreciated.
We have an employee that is out on intermittent FMLA due to his wife's serious health condition. This employee has a history of "riding the system".
Under his current leave desgination, he is incurring absences for things other than his wife's health condition, ie sick children, etc.
I know that absences related to his wife are protected, but what about everything else! I also know that we should treat an FMLA employee the same as we would an "active" employee, so are we allowed to start progressive discipline for his other absences?
Any help is appreciated.
Comments
If the employee is absent from work for reasons other than FMLA, then your absentee control program controls because the employee is absent from work. The trick is to make sure that you are treating the employee who is using FMLA leave the same as you treat other employees for those absences that are not FMLA. For example, if you allow employees to miss work because their car wouldn't start, then you should treat the employee who is using FMLA the same excuse.
In short, FMLA does not protect employees from being disciplined for absences that are not part of the FMLA.