Comments on: Manager slip-ups lead to big FMLA losses

By: Michele

Michele — Wed, 28 May 2008 19:09:22 +0000

In the first case, while the employee may not have met all the neccessary qualifications for a FMLA, the company may have a medical/disability LOA policy that the employee may qualify for. This is were a lot of the Managers go wrong, when they are granted a disability/medical LOA, they may not be referring to FMLA or may use the term incorrectly.

In the second case, while although the employee may work at the smaller location, he is still covered under 1 organization. That is how it is for me. Although I am at a smaller location, the employees here are still recognized as one organization covered by all of the same policies.

It is not as cut and dry as what is outlined. In these cases, we need to make sure we not only know the FMLA law but what internal processes are also in place such as other leave policies that are still active and possible union contracts that may stipulate some leave rights.

By: Christine

Christine — Wed, 28 May 2008 19:01:41 +0000

That’s why there are HR departments. Managers have too many responsibilites to worry about who is eligible for FML and who is not ~ what law pertains to whom.

In our company if an employee needs time off, the mananger directs them to HR. When the FML is approved, then it’s communicated to the manager. All paperwork and requests go through HR.

By: FMLA law Family Medical Leave Act update, Latest cases on FMLA Law : FMLA Law News Update - Memorial Day

Mon, 26 May 2008 18:05:42 +0000

[...] Manager slip-ups lead to big FMLA losses By Sam Narisi Train managers — Supervisors need to be aware of who’s eligible for leave, since they’re the first point of contact when employees need time off. They should be trained on the law’s requirements and told to bring FMLA issues to HR … [...]