Intermittent leave

GLC

We have an employee who has been on intermittent FMLA leave since 5/02. I think this employee has a curse. She was rear-ended a 2nd time in 6 months. She has also been out on FMLA because her husband has a serious health condition. Our FMLA is a rolling 12 months. As of 5/03, does she get another 4 weeks of FMLA time. What is the best way to keep track of FMLA when it is on an intermittent basis? Is the 12 weeks calendar days or working days? Doesn't the 12 weeks count once in a 12 month period, even if the employee has multiple qualifying events such as her illness and the illness of a spouse?

POPEYE

Doesn't the 12 weeks count >once in a 12 month period, even if the employee has multiple >qualifying events such as her illness and the illness of a spouse?


However you calculate your leave time, the EE gets 12 weeks (480) hours in a 12 month period of time. Although it takes a few minutes longer for each EE on leave, we actually track by hours. That way you have a provision to track the intermittent leave for those follow-up appointments etc. We use working days to track time and to answer your last question, yes the EE only gets the entitlement (weeks/days/hours) for the calculating period you use irregardless of how many qualifying events take place.

Don D

I agree with Popeye, except for his use of the word 'irregardless'. Intermittent should be tracked by the hour and tabulated to days so that you can manage the time taken and be sure it does not exceed that allowed.