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It’s crucial for California employers to get the information needed to properly designate absences so that FMLA/CFRA leave can be administered legally. But proper administration isn't always black and white. For example, if an employee's doctor advises that he or she is under the care of specialists, can an employer require that the specialist complete the FMLA certification?
At the end of a recent CER webinar on FMLA/CFRA certifications, Allen Kato fielded several questions from employers related to leaves of absence in California. Topics included requiring notice for intermittent leave, timing of receipt of certification, and employee requirements when calling out of work
FMLA certification can serve multiple purposes. It not only helps employers determine whether a request for leave qualifies as FMLA-protected leave, but it also can be one of the most effective tools an employer can use to reduce FMLA abuse.
By Rubens Pessanha Filho, PMP, GPHR, HRMP By adopting a learning mindset and cultivating a passion for knowledge, HR professionals can turn learning into play on the path to continued development, according to Rubens Pessanha Filho, PMP, GPHR, HRMP. In this guest post reprinted with permission of the HR Certification Institute, Filho discusses continued development […]
By Archana Mehta Certification helps busy HR managers keep up with the changing professional landscape, according to Archana Mehta. In this guest post reprinted with permission of the HR Certification Institute, Mehta discusses the expansive role of human resources, and how it embraces change.
Administering FMLA leave is not always a simple task. Sometimes even the simplest questions become complex, such as how long is a week of FMLA leave when it’s taken in hours instead of in a full block of time? Do FMLA medical certifications expire? What certification can be requested when an employee is taking FMLA […]
FMLA abuse is one of the biggest concerns for employers when complying with FMLA leave regulations. One example of potential FMLA abuse is questionable leave use. This is when someone is out on leave and they are doing something that seems inconsistent with the leave. For example, what happens when an employee is found to […]
Managing intermittent leave can cause confusion and headaches, yet it is a required aspect of compliance with the FMLA. However, the proper use of medical certification is one of the ways to both manage the leave properly and reduce the risk of intermittent leave abuse. “Medical certification is a powerful tool to control and monitor […]
FMLA leave provides enough regulations for HR to contend with—no one wants to add a fraud investigation into the mix. However, it’s an unfortunate reality that some employees try to abuse the system, especially when it comes to intermittent leave. What can an employer do when fraud is suspected? What Constitutes FMLA Fraud “What constitutes […]
Chronic illness can present unique situations when it comes to managing the associated FMLA leave. Since chronic illnesses are generally defined as those lasting a year or longer, and statistics indicate that about 40 percent of U.S. workers have at least one chronic ailment (and about 20 percent have two or more), this means that […]