have occurred during the FMLA leave period, such as cost of living increases. Pay increases conditioned... that does not qualify as FMLA leave."Re the second sentence: So one aspect you have to look at is how you treat other employees on a leave of absence. Also you said you give a merit increase to everyone

LR9500:Our company has a problem keeping up with intermittentFMLA. When they leave a message saying they will be out do we record itas an FMLA absenceor should we count it as a pto/vac day? Can we... your absence notification policy say that they have to say why they are out

Then they aren't violating your absence notification policy. You'll have to call them to find out whether or not their absence is FMLA qualified. At that time, you should simply request..., request they inform the supervisor if the absence is FMLA related or not.You could also change

or promotion reasons, is she entitled to that even though she has been out on FMLA leave? I think I...Actually, this is a two part question. We have someone who went out on maternity leave two months... back for two months.I know because of her short tenure she is not protected under FMLA, but my

Our company has a problem keeping up with intermittentFMLA. When they leave a message saying they will be out do we record itas an FMLA absenceor should we count it as a pto/vac day? Can we require proof that they were at the drs ofc, therapists, etc? I have looked thru the rules and regs and have

No. It says "if you are to be late for work or absent, you must notify your supervisor.....at least one hour before the start of your workday. Employees who fail to provide adequate notice may be subject to disciplinary action in addition to leave without pay

I agree with TX. If you placed someone on involuntary "administrative" unpaid leave, they are still an employee of your company until you reach a decision to terminate them at which point they are no longer employed. It sounds like you either need to halt your hiring process until a confirmed drug

You have an ADA obligation but, also, if FMLA applies to your Company, it sounds like the EE's condition is qualified. You will need to look at both, which means transfer is a last resort, especially until you get this completely straightened out in terms of responsibilities under both laws

of the fmla tracking spreadsheet? It would be very helpful

An employee is missing more and moreworkdays due to her having MS. The organization only has 41 employees so doesnot meet the threshold for FMLA. If the attendance policy is followed, she willbe terminated. We would like to be kind to her but her absences are impactingother employees who must pick