At The Podium

FMLA Intermittent and Reduced Schedule Leave: Master Top Challenges When Managing Frequent or Unexpected Absences

Date: September 19, 2013

Event: BLR Live Webinar

Location: Online

Confusion surrounding FMLA intermittent leave is consistently one of HR’s biggest headaches. Employers struggle with figuring out how to provide the leave guaranteed under the law without putting undue burdens on themselves. That’s a struggle that’s bedeviled employers since the law went into effect nearly two decades ago.

In fact, dissatisfaction over the use of intermittent leave was identified as the “single most serious area of friction between employers and employees seeking to use FMLA leave,” according to a recent Department of Labor report.

In this 90-minute national webinar sponsored by BLR – Business & Legal Resources, labor and employment lawyer Charlie Plumb offers guidance on how to identify, correct and prevent FMLA compliance problems related to intermittent leave issues.

Covered topics include:

  • How to identify which types of absences should be classified as intermittent or reduced schedule leave under FMLA
  • Must-have call-in and attendance procedures
  • When clarifying the need for leave with the medical provider is permitted, and when you may want to consider getting a second or third opinion
  • What you must be sure to do when transferring an employee temporarily to an alternative position
  • What you can do to cure employees who’ve got a case of the “Monday/Friday call-in syndrome”
  • Legal strategies for verifying employees’ stated reasons for their absences
  • How far your right to request recertification goes when you suspect an employee of abusing the system
  • How to get the FMLA medical certifications you need to authenticate intermittent or reduced schedule leave without overstepping federal legal bounds
  • How to enforce your call-in and attendance policy in compliance with federal law to effectively curb FMLA intermittent leave abuse
  • How to properly calculate the leave entitlement for an exempt employee that works in excess of 40 hours per week


Charles S. Plumb