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Intermittent leaves
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Intermittent leaves
Discuss employment-law issues such as family leave, overtime, disabilities law, harassment, immigration and termination.
My company is located in the Commonwealth of Puerto Rico. We are US citizens and all federal laws are applicable here unless there are more beneficial laws covering the same field.
Having said thi
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Forums » Topic Forums » Legal Forum » Intermittent leaves
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Intermittent leaves
posted at 8/25/2009 6:22 PM EDT
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Posts: 3
First: 10/8/2002 Last: 8/26/2009 |
My company is located in the Commonwealth of Puerto Rico. We are US citizens and all federal laws are applicable here unless there are more beneficial laws covering the same field.
Having said this, PR has labor laws that allow employees in private industries (in our case a manufacturing co) to accrual sick time on a monthly basis. Currently the law allows an employee to accrual 8 hrs per month as long as they work a total of 115 hrs during the month and the excess of 120 hrs are eliminated at the beginning of the calendar year. Our company's policy includes counting FMLA leave with other paid and unpaid leaves concurrently if these leaves also meet the criterias of the FMLA. Our company also uses the 12 month rolling back FMLA tracking. All of the above mentioned facts makes taking an intermittent leave a never ending story. Prolong leaves are not problems, they are the lesser. It's the intermittent leaves that's a nightmare not only for the business production demands but also a nightmare in the administration/tracking of these (intermittent) leave Are there any tips to help curve this or shorten the never ending intermittent leaves which that is our #1 problem. Also, is there a checklist/flowchart to help facilate the decision making process? |
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Intermittent leaves
posted at 8/27/2009 4:08 AM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
Are you having the employees recertify the need if it changes from the original one? Or at least once a year?
Here's a good article on combatting intermittent leave fraud and recertification: http://www.msba.org/departments/commpubl/publications/bar_bult/2006/mar/hyatt.htm I agree FMLA takes a lot of tracking and intermittent more than block time. Unfortunately if the employee meets the criteria, the employer MUST deal with it. All I can suggest is getting a good administrative computer program to help handle it. |
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Intermittent leaves
posted at 8/27/2009 4:11 AM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
And another good article I found:
http://www.hr.com/SITEFORUM?&t=/Default/gateway&i=1116423256281&application=story&active=no&ParentID=1119278127940&StoryID=1119643679578 |
Forums » Topic Forums » Legal Forum » Intermittent leaves
