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Performance management & fmla
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Performance management & fmla
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Our organization has an ongoing problem managing performance that is hindered by fmla leave. We are required to adjust performance metrics based fmla occurrences, this will allow individual metric to
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Forums » Topic Forums » General Forum » Performance management & fmla
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Performance management & fmla
posted at 1/16/2009 6:26 AM EST
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Posts: 2
First: 1/16/2009 Last: 1/20/2009 |
Our organization has an ongoing problem managing performance that is hindered by fmla leave. We are required to adjust performance metrics based fmla occurrences, this will allow individual metric to be achieved or even surpassed but adversley affects departmental & corporate goals. I would greatly appreciate hearing others input into how they manage balance performance management & fmla. Thanks in advance |
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Performance management & fmla
posted at 1/19/2009 2:50 AM EST
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Posts: 21
First: 3/28/2008 Last: 1/12/2010 |
A great way to handle performance management and FMLA leave is through an automated time and attendance system.
One of these systems can track/manage FMLA, administer consistent and unbiased work rules, empower employees to achieve greater recognition for a job well done, or punish employees that are abusing the system or underperforming. Is your organization currently using an automated system? Feel free to e-mail me at MNelson@datamaticsinc.com for more information. Thanks! |
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Performance management & fmla
posted at 1/19/2009 4:51 AM EST
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
Well I'm sure if you buy Marc's product you will also solve world hunger.
A thorough review of your FMLA practices and procedures is a good place to start. I would recommend that you do the following; 1. Review all requests for timliness, completeness and accuracy. 2. Ensure that all those who request the time are in fact eligible. 3. review how many times the employer has sought a second medical opinion. If never think about it. 4. How accurate is reporting of absence for FMLA and non-FMLA absence. reinforcement training for timekeepers and supervisors may be needed. 5. How often are employees required to recertify. It is not uncommon to find that the answer to that question is never or once a year. 6. From these reviews you can easily determine where your needs are and adjust/train accordingly. And you didn't have to buy marcs product. |
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Performance management & fmla
posted at 1/20/2009 5:40 AM EST
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Posts: 2
First: 1/16/2009 Last: 1/20/2009 |
Thanks to both of you, we do have an automated time system & tracking is very accurate as it is monitored by several parties & corrected or questioned as neccesary. I am not for sure about the request for a 2nd opinion as I am not an HR or medical manager, but it is something I will look into, are there any legalities that need to be addressed concerning the request for a 2nd opinion. At this point I am concerned about how the continued absences affect frontline & departmental goals & how to manage to positively affect the outcome. |
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Performance management & fmla
posted at 1/20/2009 5:57 AM EST
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
based upon your follow on questions I would recommend some refresher information at www.dol.gov. A great resource for everything you ever wanted to know about FMLA. |
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