FMLA Intermittent Leave Counting Toward Absence Rate?

morrisg

We have employees on approved intermittent leave. Some of these approved leaves include employees with medical conditions that by their FMLA certification the doctor states that these conditions may flare up unexpectantly and thus the employee may have been scheduled to work, but because of this unexpected flare up of a medical condition they call off and do not come to work. Let’s assume two days for this example because of this FMLA situation. Our absence rates counts days that employees are out (with exceptions like vacation etc) up to the 4th day and so an employee in this example out two days would be counted in our absence rate. We also do not count apporaved leaves of absence. Since intermittent leave is an approved absences can we not include any time lost in the calculation of our absence rate as a result of a day or days lost under intermittent leave?

ACU Frank

It depends - for what purposes are you calculating an absence rate? If it's for internal tracking, statistical analysis or reporting, it's up to you whether to count it. If the purpose is related at all to a disciplinary policy, that's a different story.