Benefits and Compensation

FMLA Easy? No, But Policies Make It Manageable

Caraway is a member of Miller & Martin PLLC in Chattanooga, Tennessee. Her remarks came at BLR’s Advanced Employment Issues Symposium, held recently in Nashville.

 [Go here for yesterday’s policy recommendations]

Intermittent Leave

Describe the smallest increment in which FMLA leave can be taken (hourly, etc). Note that the amount cannot be greater than hourly, says Caraway.

State that FMLA leave can be used on either a continuous or intermittent (reduced/part-time) basis.

Be sure—if you want to use it—to include the DOL-permitted exception that FMLA leave related to the birth, placement for foster care or adoption of a child cannot be taken intermittently and must be used within one year of the birth or placement of the child.

Call-in Requirements

State that employees who are approved for intermittent FMLA leave must continue to comply with the company’s regular ‘call-in’ and other absence reporting policies to the extent possible. (Employees on leave think they can come and go as they please, says Caraway, but you can require that they comply with your rules.)

Restoration Rights

Describe the FMLA’s restoration rights. You can provide for termination at the end of an FMLA leave under certain circumstances if you wish.

State that the return to work certification will be required (for leaves necessitated by the employee’s own serious health condition).

Documentation and Benefits During Leave

State that periodic updates and additional documentation supporting the continued need for leave also may be required.

Describe how an employee’s health insurance benefits will be continued during an FMLA leave.

Describe how the accrual of other employee benefits such as seniority and vacation time will be treated during an FMLA leave.


FMLA—the #1 hassle, year after year. BLR’s compliance guide (“The FMLA Bible”) is ready to help now. Click here to find out more about the Family and Medical Leave Act Compliance Guide.


Fraudulent Acts

State that any employee who fraudulently obtains or uses a family or medical leave will be subject to immediate termination

FMLA Contact

Finally, says Caraway, identify a company position to whom all FMLA questions should be directed.

FMLA hassles—they just won’t go away, will they? And, now, of course, there are all the new FMLA responsibilities—like military leave and reinstatement.  Still a little shell-shocked?

It’s an almost overwhelming task to keep up with FMLA, let alone get in compliance with the far-reaching changes. You’re going to need a helping hand. Good news! BLR’s editors have gone into overdrive to get your comprehensive compliance guide ready.


A whirlwind of changes has hit the FMLA—are you in compliance? Order BLR’s comprehensive guidebook and find out what you need to do. You’ll get expert FMLA guidance, forms, and concrete examples. Find out more.


BLR’s recently updated Family and Medical Leave Act Compliance Guide simplifies the frustrating and confusing complexities of the Family and Medical Leave Act (FMLA), so you know exactly how to comply in every situation.

It contains practical answers to all the FMLA questions you are asking—and the ones you haven’t thought of but should be asking.

The Family and Medical Leave Act Compliance Guide includes:

  • Leave law overview
  • All the new forms and advice on how to use them
  • Practical guidance on implementing all aspects of the new rules
  • Analysis of federal and state laws, what they require, and how they interact
  • Leave circumstances, coverage, and eligibility—for FMLA, ADA, workers’ comp, and military leave
  • Recordkeeping and reporting requirements
  • Reasonable accommodation
  • Sample policies and forms

Plus

  • A quarterly newsletter and updates, to make sure you stay in compliance as any changes come about

Get more information or order your copy of the Family and Medical Leave Act Compliance Guide.

1 thought on “FMLA Easy? No, But Policies Make It Manageable”

  1. For the statement about fraudulent acts, should it include a definition or example of what constitutes fraudulently obtaining or using FMLA leave? Is it a high or low bar? Of course, the risk with giving examples of what *doesn’t* constitute fraud is that employees can think they have a free pass to engage in that conduct.

Leave a Reply

Your email address will not be published. Required fields are marked *