§ 825.313) and differentiate between unforeseeable and foreseeable leave. What should an administrator do? Can the request, or part of the request, be denied? If so, which parts should be approved or denied? What if the employer has already taken action because the employee’s absence was technically unapproved?įMLA regulations address when an employee fails to provide a certification (29 C.F.R. Suppose an employee requests leave but fails to return the completed FMLA paperwork within the 15-day deadline, but later submits the paperwork. But ask yourself (and them!): is your administrator on top of requirements for employers under the FMLA? Are they current on case law? Have they read the preamble to the regulations, the Department of Labor’s (DOL) field operations handbook, and opinion letters? And do they call the DOL when needed, for clarification on FMLA paperwork? FMLA statutes and regulations can boggle the mind, which is why many large employers either outsource leave administration to a third party administrator or use a dedicated in-house team.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |