I often hear from employers who aren’t sure how to separate the facts of what they can do for their employees from the fiction they may hear when navigating the complexities of intermittent leave requests.
The Family and Medical Leave Act protects employees who need to take time off work for family or medical-related absences, either for themselves or family members. While employees may need to take time off work occasionally for situations that are protected by FMLA, these leaves can disrupt workplace productivity — especially if a recurring medical condition causes frequent absences. Managers find themselves in a situation where they must balance managing leaves with maintaining productivity.
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