FMLA Intermittent Leave Paperwork Guide

Introduction to FMLA Intermittent Leave

The Family and Medical Leave Act (FMLA) provides eligible employees with up to 12 weeks of unpaid leave in a 12-month period for certain family and medical reasons. One of the most complex aspects of the FMLA is intermittent leave, which allows employees to take leave in blocks of time rather than all at once. This can be challenging for employers to manage, as it requires careful tracking and administration. In this guide, we will walk you through the process of managing FMLA intermittent leave paperwork.

Eligibility for FMLA Intermittent Leave

To be eligible for FMLA intermittent leave, an employee must meet the following requirements: * Have worked for the employer for at least 12 months * Have completed at least 1,250 hours of service in the 12 months preceding the start of leave * Be employed at a worksite with 50 or more employees within 75 miles * Be taking leave for a serious health condition or to care for a family member with a serious health condition

Requesting FMLA Intermittent Leave

When an employee requests FMLA intermittent leave, they must provide their employer with 30 days’ notice, if possible. The employer may require the employee to provide medical certification to support their request for leave. The medical certification should include the following information: * The employee’s diagnosis and any relevant medical history * The likelihood of episodic periods of incapacity * The anticipated frequency and duration of episodes of incapacity * Any work-related activities that the employee is unable to perform

Tracking FMLA Intermittent Leave

Employers must carefully track an employee’s use of FMLA intermittent leave to ensure that they do not exceed the 12-week entitlement. This can be done using a leave tracking system or by manually recording the employee’s leave on a calendar. It is essential to keep accurate records, as errors can result in non-compliance with the FMLA.

FMLA Intermittent Leave Paperwork

The following paperwork is required for FMLA intermittent leave: * Employee’s request for leave: The employee’s initial request for leave, which should include the reason for leave and the anticipated frequency and duration of leave. * Medical certification: The medical certification provided by the employee’s healthcare provider, which supports the employee’s request for leave. * Leave approval: The employer’s approval of the employee’s request for leave, which should include the terms and conditions of the leave. * Leave tracking: The employer’s record of the employee’s use of leave, which should include the dates and hours of leave taken.

Document	Description
Employee's request for leave	The employee's initial request for leave
Medical certification	The medical certification provided by the employee's healthcare provider
Leave approval	The employer's approval of the employee's request for leave
Leave tracking	The employer's record of the employee's use of leave

📝 Note: Employers must keep accurate records of an employee's use of FMLA intermittent leave, as errors can result in non-compliance with the FMLA.

Challenges of Managing FMLA Intermittent Leave

Managing FMLA intermittent leave can be challenging for employers, as it requires careful tracking and administration. Some of the challenges include: * Tracking leave: Employers must carefully track an employee’s use of leave to ensure that they do not exceed the 12-week entitlement. * Communicating with employees: Employers must communicate clearly with employees about the terms and conditions of their leave. * Managing workflow: Employers must manage workflow to ensure that the employee’s responsibilities are covered during their absence.

Best Practices for Managing FMLA Intermittent Leave

To manage FMLA intermittent leave effectively, employers should follow these best practices: * Develop a leave policy: Employers should develop a leave policy that outlines the procedures for requesting and approving leave. * Train HR staff: Employers should train HR staff on the FMLA and its requirements. * Communicate with employees: Employers should communicate clearly with employees about the terms and conditions of their leave. * Keep accurate records: Employers should keep accurate records of an employee’s use of leave.

In summary, managing FMLA intermittent leave requires careful tracking and administration. Employers must develop a leave policy, train HR staff, communicate with employees, and keep accurate records to ensure compliance with the FMLA. By following these best practices, employers can effectively manage FMLA intermittent leave and minimize the risk of non-compliance.