1. Check Employee Eligibility:
Determine whether the employee is eligible for FMLA leave based on requirements such as 12 months of service and 1,250 hours worked within the past 12 months.
2. Provide Notifications:
Ensure that employees receive all required notifications about their rights to take FMLA leave and any employer policies related to it.
3. Track Leave Usage:
Put a system in place to track the amount of FMLA leave used by each employee over time.
4. Address Potential Abuse or Misuse:
Have policies in place that address potential abuse or misuse of FMLA leave, such as requiring medical certification when appropriate or taking disciplinary action when necessary.
5. Consider Intermittent Leaves:
Develop strategies to manage intermittent leaves, such as scheduling replacements or creating alternative work arrangements when appropriate.
6. Monitor Return to Work:
Establish procedures for monitoring an employee’s return-to-work status after they take FMLA to leave, and make sure they understand their obligations upon returning to work.
7. Stay Up-To-Date with Changes in the Law:
Be aware of changes in the law that could affect how you administer FMLA leave and adjust your policies accordingly.
8. Train Staff on FMLA Policies:
Make sure all staff members responsible for administering FMLA leave to understand the relevant laws, regulations, and employer policies.