Got to go Home My Knees Hurt
morrisg
102 Posts
I have an employee who has a ostoarthritis of the knees. This requires periodic treatment of various choosings by the doctor. The doctor has declared this a regiment of teatment that is continuous in nature. (I think he has the FMLA law in front of him when he writes his diagnosis)
This employee often says his knees hurt him and he cannot finish the shift and declares "FMLA". I have told the supervisor that if he says this to let him go, but require that he bring a note back from the doctor showing medical treatment was necessary. If he does not we do not count it as FMLA and he would receive an attendance point under our no fault attendance.
Each time he wants to leave he says his knees are bothering him. He's even called off saying his knees are bothering him.
I have no doubt he has a knee problem, so I do not want to go through the second medical doctor opinion.
This same doctor has said this does not affect him with major life activities i.e. not an ADA matter.
What is the view of others concerning the manner in which I am handling this?
This employee often says his knees hurt him and he cannot finish the shift and declares "FMLA". I have told the supervisor that if he says this to let him go, but require that he bring a note back from the doctor showing medical treatment was necessary. If he does not we do not count it as FMLA and he would receive an attendance point under our no fault attendance.
Each time he wants to leave he says his knees are bothering him. He's even called off saying his knees are bothering him.
I have no doubt he has a knee problem, so I do not want to go through the second medical doctor opinion.
This same doctor has said this does not affect him with major life activities i.e. not an ADA matter.
What is the view of others concerning the manner in which I am handling this?
Comments
Unfortunately, based on the above information you have to grant him the leave if he states his medical condition requires him to miss work as long as his physician verifies the need for the intermittent leave.
We'll hear from those with arthritis in the knee joints (I have it in one also) who will say the poor soul needs to have the flexibility to go home. Don't buy it.
There are some situations that you can require a regimine of treatment to be adhered to. I don't see it in his case. Periocially his knee pain flares up to the point he cannot tolerate working. He goes home. His FMLA certifies this need and there isn't much you can do about it. Welcome to intermittent FMLA.
>it as FMLA and he would receive an attendance
>point under our no fault attendance.
I agree with the others you want to count every minute you can as FMLA. The moment he goes over 12 weeks in a year's time, it is time to call it quits. Look at your approval letter for the FMLA it should have laid this out that 12 weeks or 480 hours is the extent of the FMLA. How many hours have we the employer and the concerned ee used?
PORK
Just because Big Jim has an arthritic knee is no reason to think that Sally's migraines were thought up just to get intermittent FML.
To the extent you are convinced that something is not quite right, you can call for second and third opinions, require recertification monthly or upon evidence of a change in the situation, and generally keep the clock going and the paperwork tight.
Abusers will eventually find themselves looking for work elsewhere.
James has told us the only reason he was doing this was to avoid points. Thus, in my view, and for that matter the FMLA where abuse is suspected and documented, the employer has the right to require additional proof. That is what we are doing in James' case, a note beyond the FMLA form to demonstrate he has a medical condition requiring a medical need.
By the way, for those of you who see the intermittent leave as no big deal…do you know how long it takes to use 480 hours?
The FMLA is so very easy to abuse. While most do use it for its intended purpose, the abusers have gutted ours as well as any other employer’s no fault attendance program.
I was glad to see the FMLA under review to limit the intermittent leave to at least 4 hours to create more accountability.
Thanks again to all for you thoughts. I think the debate is healthy.
The only conditions under which an employer can have intermittent FMLA recertified are:
1) The employee requests an extension of leave.
2) Circumstances described by the previous certification have changed significantly, regarding the duration, nature or complications of the illness.
3) The employer receives information that casts doubt upon the continuing validity of the certification.
I don't know which you might find applicable to your situation.
In my opinion, this intermittent leave should never have been approved in the first place if there was not specific clarity as to what was being requested by the employee, recommended by the physician AND granted by the employer.
While we have had multiple FMLA request, they flow in everyday, this is one where I know abuse is occurring, the employee has told us he knows the system and will call off “anytime he wants and does not feel like coming into work.” That tends to drive my suspicion.