By Susan Schoenfeld, JD
How should an employer calculate the hours used for reduced schedule Family and Medical Leave Act (FMLA) leave?
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An employee who is on FMLA leave provided their employer with medical certification for a change in schedule from 40 hours per week to 20 hours per week and no more than 6 hours per day. Should the employer count 20 hours toward FMLA leave each week with the schedule change plus any additional time the employee calls off for FMLA?
BLR Senior Legal Editor and in-house expert on the FMLA, Susan Schoenfeld, JD, examines this scenario and provides practical guidance for employers.