FML after the fact?

We have an employee currently on intermittent FML. She has a habit of taking off on Wednesdays however, up until today she has always called in. Today she's a no call/no show. I'm afraid tomorrow she's going to come in and say she couldn't come to work because of her FML. The fact that she didn't call will be handled as a disciplinary matter but stating the next day the reason for her absence was FML, is it OK to charge her for this? Seems to me employees should call and let you know that day that they will be absent due to their medical condition--not after the fact. Also, maybe I just need to vent x:'( because of the way certain individuals abuse intermittent FML and there isn't a thing that can be done about it. Thanks.


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