Practical HR Tips, News & Advice. Updated Daily.
–Hold the employee precisely to the certified time off. For example, if the certificate says ‘three one-day absences a month, don’t let the employee take 1 three-day absence. If required time off changes significantly, require a new certification. Go to Tip Seven
–Ask for a new certification for the claimed condition for each 12-month period. Go to Tip Six
Adam worried that a dangerous chemical was being used without proper protection, and he reported it to Cal/OSHA.
–Have the employee recertify the condition as often as you can, in many cases, as often as every 30 days. This is at the worker’s expense and has proved a strong deterrent to bogus leave claims. Go to Tip Five
You have an employee on intermittent FMLA/CFRA leave — and you suspect that he’s abusing it.
—Send the certificate back if the doctor doesn‘t provide enough information. Whether it’s incomplete, insufficient, or illegible, send it back. Go to Tip Four
Ask most HR managers what their biggest hassle is, and about 90 percent say “FMLA.” From eligibility to notifications to managing intermittent leave, it’s an ever-present problem. Additionally, the family leave laws are also widely abused. However, the good news is that abuse can be tamed to some extent, says attorney Nancy M. Cooper. Cooper, […]
–Use a form that asks the certifying doctor for complete information on the claimed condition, including schedule of dates and times for treatments, and minimum amount of time leave will be needed. The DOL provides a form for this purpose. Go to Tip Three
–Have a doctor certify all FMLA leave for medical reasons. You’re entitled to ask for a second or even a third opinion. Go to Tip Two
We know that FMLA is one of your biggest HR headaches. And intermittent leave abuse just makes your job that much tougher. It’s a problem to be sure, but there is good news. We’ve tallied up the top 9 ways you can limit leave abuse at your company, all while staying compliant. Go to Tip […]