Human Resources and Outsourcing: Understanding Intermittent FMLA

Two workers sit in the company break room, discussing a recent crisis one is experiencing. “Kate” was recently diagnosed with migraines, and has gotten to the point that she doesn’t have any more time off. “Allie” comforts her but doesn’t know what to say.

Kate mentions that her boss offered her FMLA, but she doesn’t need to take weeks away from work. She only needs to be off when the migraines overwhelm her and sometimes that’s only for the last hour or so of the day. She’s also afraid that if she asks for unpaid time off, she might be fired.

This is a type of conversation that takes place in companies all across America. Many employees don’t know that FMLA provides the option to take intermittent leave. Managers often have their own questions about the policy.

On the other side of the building, Kate’s boss Chip is sitting with Emma, an HR specialist, to tell her about his conversation.

“I offered her FMLA,” says Chip, “but she seemed confused and fearful, as if I was trying to get her fired.”

Emma hands him a pamphlet about FMLA and intermittent leave. She explains the concept and that it simply requires Kate to provide a note from her doctor.

Chip worries, “What about the rest of the team? Kate gets these headaches at the end of the day, which is our busiest time.”

There’s so much that specialists in human resources and outsourcing can learn about FMLA. It’s a program that helps employees keep their jobs, and one that employers can administer at a low cost.

Contact us for FMLA training today.

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