How do you deal with Milo, who seems to have a full-day doctor’s appointment every Friday, but only on nice days in the summer? Or Roy, who uses just enough leave to make your life difficult, but not enough to ever exhaust his allotment? Or Donna, 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.

Join us for an in-depth webinar on December 10. 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

Marc Jacuzzi, Esq., is a partner at the law firm of Simpson, Garrity, Innes & Jacuzzi, PC, in South San Francisco, California. Jacuzzi provides representation and counseling for employers in employment law. He also conducts in-house training programs for employers on a number of employment law topics.

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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