How do you deal with Joe, who seems to have a full-day doctor’s appointment every Friday, but only on nice days in the summer? Or Rosa, who uses just enough leave to make your life difficult, but not enough to ever exhaust her allotment? Or Darius, who regularly takes off for a few days with barely a moment’s notice, leaving you with coverage problems?

It’s not just the employees that make intermittent leaves trying. The law itself is confusing and difficult to interpret, especially following the recent sweeping changes to FMLA. Many HR professionals–even very experienced ones–have difficulty figuring out how to calculate intermittent leaves in the context of FMLA’s 12-week allotment, how to decide when the 12-month calendar begins, and more.

Order this in-depth webinar recording. Our expert will explain–in plain English–what the law requires, how to make the appropriate calculations, and how to nip employee abuses in the bud.

You and your colleagues will learn:

• How the recent FMLA changes affect your intermittent leave obligations
• Why you should consider a rolling calendar, and how to implement it
• When you can legally (and safely) deny an intermittent leave request
• How to best prepare for unforeseeable leaves
• The best way to investigate and discipline intermittent leave abusers - without crossing the line into harassment or retaliation
• What you can require in terms of advance notice and medical certifications from employees requesting intermittent leave
• When you can ask your workers for more detail about why they’re taking intermittent leave–and when you can’t
• When you can demand a second (or even a third) medical opinion–and who foots the bill
• How to transfer employees to different positions or change their work schedules to accommodate intermittent leaves, without disrupting your workplace or opening yourself up to liability

Steve Bernstein, Esq., is a partner in the Tampa office of Fisher & Phillips, LLP, and the hiring partner for the firm. He maintains a traditional labor practice in which he represents employers throughout the United States in both state and federal courts, as well as before the National Labor Relations Board, the U.S. Department of Labor, the Equal Employment Opportunity Commission, and other state and federal agencies. In the process, Bernstein has played a primary role in advising clients in response to union organizing campaigns, unfair labor practice charges, corporate campaigns, collective bargaining, and economic work stoppages. He also has acquired a sophisticated level of expertise with regard to advising clients on compliance with the WARN Act, USERRA, the FMLA, and the ADA.

Approved for Recertification Credit

This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

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