At The Podium

While the Family and Medical Leave Act provides qualified employees up to 12 weeks of unpaid leave within a one-year period, it does not require employees to use that time all at once, or even in consecutive weeks or months at a time.  When deemed medically necessary, leave may be granted on an intermittent or reduced-schedule basis.

Speaking at the Tulsa County Bar Association’s 2018 Annual Employment Law CLE Seminar, McAfee & Taft labor and employment attorney Charlie Plumb addresses the myriad of questions and challenges that arise when an employee seeks intermittent leave or a reduced work schedule in order to care for their own serious health condition or that of a service member, spouse, child or parent.  Topics include:

• Circumstances for which intermittent leave or a reduced schedule is appropriate
• Medical certification and re-certification processes
• Scheduling issues
• Consideration of additional unpaid leave as a potential accommodation under the ADA
• Addressing suspected FMLA abuse
• Best practices for managing intermittent and reduced-schedule leave