Innehållsförteckning
What is intermittent FMLA?
Intermittent FMLA is leave taken pursuant to the Family Medical Leave Act for taken in separate, non-consecutive time periods rather than a single span of time.8 min read Updated August 12, 2020:
How to regulate FMLA leave for unexpected absences?
Therefore, unexpected absences in the form of FMLA intermittent leave can greatly damage productivity and planning. To help alleviate this problem, use a calendar-year method to regulate FMLA leave. Require an employee with a chronic condition to take up to 12 weeks of leave by the end of the calendar year. Oak Harbor Freight Lines, Inc. v. Antti
What is the family and Medical Leave Act (FMLA)?
The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 workweeks of unpaid leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave. Employees are also entitled to return to their same or an equivalent job at the end of their FMLA leave.
Can a company fire an employee on intermittent FMLA leave?
Yes, companies can fire an employee who’s on intermittent FMLA leave. Despite the fears of many employers, FMLA doesn’t confer some kind of special dispensation for workers who exercise their leave rights. Obviously, workers can’t be fired for taking leave.
https://www.youtube.com/watch?v=sLF2br1k420
How do you calculate intermittent FMLA leave?
A. One of the (many) headaches of managing intermittent FMLA leave is keeping track of leave in increments smaller than one work week. For non-exempt employees, employers often calculate leave entitlement as 480 hours per FMLA year (i.e., 12 weeks x 40 hrs/wk).
What counts as absences for FMLA leave?
Absences due to a workers’ compensation claim or short–term disability may also be counted along with FMLA leave. Employers may retroactively adjust leave and reclassify leave as FMLA leave in order to make sure an employee’s allotted FMLA leave is extinguished.
Do FMLA and pfml run concurrently?
In most circumstances, FMLA, PFML, and MPLA will run concurrently if the employee is eligible for multiple types of leave. Employees who take FMLA or PFML leave for this reason will be eligible for 10 paid parental leave days. Otherwise, this is an unpaid leave unless the employee utilizes their leave accruals to remain on the payroll.
Should I exhaust other leave before taking FMLA leave?
However, employers should never encourage employees to exhaust other leave prior to electing FMLA leave. Employees cannot be required to use accrued sick or vacation leave during his or her time off. Absences due to a workers’ compensation claim or short–term disability may also be counted along with FMLA leave.
How do I submit an intermittent FMLA tracker?
It is required that you submit an ”Intermittent FMLA Tracking Form” (see below) to the Timekeeper within each payroll period reflecting all FMLA-related hours used and when attesting to the usage of zero FMLA. The Timekeeper must receive the tracker promptly upon request to proceed with processing your timecard.