![]() ![]() ![]() Her medical condition caused her latenesses, she claimed, so each instance should have counted as a block of FMLA leave. She sued, saying her tardiness should have been considered intermittent leave. Eligibility’s not automaticĬompanies can successfully dispute bogus employee claims to FMLA eligibility.Ī female employee in Maine said she suffered from a chronic condition that made it difficult to make it to work on time.Īfter she racked up a number of late arrivals – and refused an offer to work on another shift – she was fired. As always, it pays to know the medical details before making a decision. If the mother develops complications from childbirth, or the infant is born premature and suffers from health problems, the “serious health condition” qualifier would likely kick in. The law also allows use of intermittent leave for child care after the birth or placement of an adopted child, but only if the employer agrees to it. Employees are entitled to take it for serious health conditions, either their own or those of immediate family members. The FMLA allows employers some flexibility in granting different kinds of intermittent leave. Here’s a look at some of the most common scenarios, and how to handle them. But not all intermittent leave requests are equal. ![]() Intermittent FMLA leave is a giant thorn in the side of HR people everywhere. ![]()
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