Proper management of intermittent leave is essential, as it can reduce lost employee productivity and help employers avoid the risk of fines, audits, or legal action that can result from improperly managed leave. Fortunately, there can be a balance between helping employees take time off work to manage their health and/or family matters, and fulfilling legal obligations.
When it comes to managing intermittent leave, the process may be confusing to human resources (HR) managers and the uncertainty of how to properly manage leave can create headaches and potential compliance nightmares.
To ensure your clients are helping employees while complying with Family and Medical Leave Act (FMLA) regulations, encourage them to take advantage of the following best practices for managing intermittent leave, which could help eliminate confusion.
Complete your profile to continue reading and get FREE access to BenefitsPRO, part of your ALM digital membership.
Your access to unlimited BenefitsPRO content isn’t changing.
Once you are an ALM digital member, you’ll receive:
- Breaking benefits news and analysis, on-site and via our newsletters and custom alerts
- Educational webcasts, white papers, and ebooks from industry thought leaders
- Critical converage of the property casualty insurance and financial advisory markets on our other ALM sites, PropertyCasualty360 and ThinkAdvisor
Already have an account? Sign In Now
© 2024 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
