FMLA and excessive absences
Irie
482 Posts
Employee has been approved for intermittent FMLA and has gone beyond what the certification indicates for absences. I have spoken to him, done a recertification, yet he continues to be absent more than what the certification indicates.
What is my next step in trying to manage this situation? Thank you.
What is my next step in trying to manage this situation? Thank you.
Comments
or frequency of the absence, the nature or severity of the illness, complications). Once you request recertification, the employee has at least 15 calendar days after the request to respond, unless it is not practicable under the particular circumstances to do so despite the employee’s diligent, good-faith efforts.
If the employee does not provide the requested recertification within 15 days, and the employee has provided no information regarding his or her goodfaith efforts to cure, you may deny the FMLA leave.
It is the employee’s responsibility to provide the employer with a complete and sufficient certification
and to clarify the certification if necessary. If an employee chooses not to provide the employer with authorization allowing the employer to clarify the certification with the healthcare provider, and does not otherwise clarify the certification, the employer may deny the FMLA leave.
Can we deny any absences over and above the one absence per month that is stated on the certification and apply our attendance policy, or do we have to "live with" the absences the employee takes?
You should also consider whether the employee's condition and need for additional leave would be protected under any other law (ADA reasonable accommodation, or other protected status).