Alex What do you need to know about intermittent leave?
With intermittent leave, an employee can take leave for one qualifying event in smaller periods. The FMLA has rules about continuous and non-continuous leave and protects a worker’s job if they need to take time off work for qualifying reasons. You can require employees to use all of their available PTO before using FMLA intermittent leave.
When to take intermittent leave under the FMLA?
Employees may take intermittent leave for treatment, therapy, and doctor visits for serious health conditions. FMLA regulations specifically require that employees schedule those absences for planned medical treatment in a way that least disrupts your operations.
Can a employer deny an intermittent leave of absence?
Although employers cannot, strictly speaking, deny an intermittent Family & Medical Act leave request unless, on justified grounds, the newly updated rules can enable HR departments to make direct contact with employee health care providers to clarify and verify medical reasons for requesting leave.
How long does an employer have to give an employee for medical leave?
An employer may require that the need for leave for a serious health condition of the employee or the employee’s immediate family member be supported by a certification issued by a health care provider. The employer must allow the employee at least 15 calendar days to obtain the medical certification.
With intermittent leave, an employee can take leave for one qualifying event in smaller periods. The FMLA has rules about continuous and non-continuous leave and protects a worker’s job if they need to take time off work for qualifying reasons. You can require employees to use all of their available PTO before using FMLA intermittent leave.
Employees may take intermittent leave for treatment, therapy, and doctor visits for serious health conditions. FMLA regulations specifically require that employees schedule those absences for planned medical treatment in a way that least disrupts your operations.
Although employers cannot, strictly speaking, deny an intermittent Family & Medical Act leave request unless, on justified grounds, the newly updated rules can enable HR departments to make direct contact with employee health care providers to clarify and verify medical reasons for requesting leave.
Can you use intermittent leave for foster care?
However, intermittent leave requests for the placement for adoption or foster care of a child are subject to the employer’s approval. In addition, an employer typically must also consent to intermittent leave that an employee requests in order to provide child care after the birth of a child or the placement of an adopted child.