This article series will cover managing medical certifications under the Family and Medical Leave Act (FMLA). In the last section we covered the basics of medical certification, here we’ll go over the steps involved in requesting certification.
FMLA administration can be cumbersome—some may feel that’s a vast understatement!— which means it is rife with opportunities for mistakes. And an FMLA mistake can have repercussions that impact both the employer and the employee(s).
When it comes to pay increases, nearly every organization has its own strategy. Some give only merit-based pay raises. Others give cost-of-living adjustments every year and tie the amount to an external index, like the consumer price index. Others opt for an annual pay raise that is either automatic or automatic but tied to some […]
As an employer, the Family and Medical Leave Act (FMLA) leave can be tricky to administer. After all, employers have competing goals: They want to meet their legal obligation to employees (and likely have a desire to help employees get through the situation they’re in, which is necessitating the leave), but they also want to […]
Can you force an employee who is on intermittent FMLA to take a set period of leave? The intermittent leave is too disruptive due to the fact that the employee’s absences are more often than expressed in the medical certification.
When a person sees their doctor for a condition approved under FMLA, is the doctor required to specify that the visit is covered under FMLA on the return to work slip?
We have an employee who has been on intermittent FMLA for a long time due to his wife’s chronic health condition. May we ask for an updated medical certificate from his wife’s doctor? We are concerned that he may be misusing the system. It’s been 5 years since we obtained the first certificate of serious […]
As an employer, you want to hire the best person for any job. You also want to ensure your employees are safe and that no employee compromises the safety of others. These are some of the most common reasons employers may require a medical examination: to ensure that the employee is fit for duty and […]
I have an employee who has FMLA for headaches. She said she can no longer work more than 8 hours a day. She has also requested to be changed to a different shift and department, saying that is easier on her eyes/for her headaches. We do not have any openings on the shift she requested. […]
My organization has its corporate headquarters in Connecticut and has 50 employees. However, the total company size is much larger (over 700 employees) with locations in several states. Do we have the option of not following the Connecticut leave law because we fall below the 75 employee threshold for coverage?