Intermittent FMLA leave: 4 steps to stay on the right side of the law

By Dan Wisniewski

Saying that intermittent FMLA leave is a tricky area for HR pros is an understatement.

For instance, what do you do when a doctor certifies that a staff member will need intermittent FMLA leave but doesn’t specify the duration or frequency of the worker’s illness?

Or what if you suspect FMLA abuse? Can you ask the employee to get recertified – and if so, how soon after the he she got the initial certification?

Here are four steps to make sure you stay on the right side of the law when approving, denying and overseeing intermittent leave, courtesy of Mark Toth on The ManpowerGroup Employment Blawg. 

Click here to view the steps.