Intermittent FMLA
denisek
24 Posts
I have an employee who has returned from FMLA for the birth of her child. She has returned to work and has been promoted to an exempt/officer status. In our organization this means that any time off for FMLA is paid until long term disability begins. Yes, I know this is a great benefit. She is now questioning the 12 days of FMLA that she did not use for the birth of her child and believes this can be used within the first year. Yes, I know she is correct with her belief. However, my question is, how do you handle intermittent leave? If they want to take a day or two off here and there until it is used up, as a business do we need to just allow that type of leave? Unfortunately, I have a strong feeling that she is now looking to use it being that it will be paid in her new status. I'd appreciate any type of information on FMLA intermittent leave. What is allowed and/or not allowed if any.
Comments
Intermittent FMLA leave continues to be a challenge
[url]http://www.hrhero.com/headlines/111601/fmla.shtml[/url]
Hope this helps!
Christy Reeder
Website Managing Editor
[url]www.HRhero.com[/url]