![tawawa on monday curing the monday blues tawawa on monday curing the monday blues](http://www.cabinetvisionseasia.com/UserFiles/535/Image/Solid_Ultimate.jpg)
![tawawa on monday curing the monday blues tawawa on monday curing the monday blues](https://vignette.wikia.nocookie.net/animevice/images/0/00/Tawawa_on_Monday_Ep_6_Stitched_01.png)
If an employee does not meet these requirements, or if the employer is not a covered employer under the FMLA, then there is no requirement for intermittent FMLA at all (absent some state or local law stating otherwise). To be an FMLA-eligible employee, the employee must have been employed by a covered employer for at least 12 months, have provided at least 1,250 hours of service in the 12-month period immediately preceding the commencement of leave, and be employed at a worksite where 50 or more employees are employed by the employer within 75 miles of that worksite. It must be remembered that only eligible employees are entitled to FMLA leave in the first place. Does the Employee Qualify for Intermittent FMLA Leave?
TAWAWA ON MONDAY CURING THE MONDAY BLUES SERIES
Unlike continuous FMLA, it is a series of absences that can arise at any time and without warning.Įmployers are not left without protection, however, and the FMLA’s own regulations provide the tools to try and combat the inconvenience that intermittent FMLA leave can cause. The Department of Labor defines intermittent leave to be “FMLA leave taken in separate blocks of time due to a single qualifying reason.” The Sixth Circuit Court of Appeals defines intermittent leave as a “series of absences, separated by days during which the employee is at work, but all of which are taken for the same medical reason, subject to the same notice, and taken during the same twelve-month period.”īy its very nature, FMLA intermittent leave can be difficult to manage for an employer. FMLA leave can either be taken continuously ( i.e., in one set block of time), intermittently or on a reduced schedule. The FMLA is the federal law that allows eligible employees to take up to 12 weeks of unpaid leave per year from covered employers (those with 50 or more employees) for qualifying reasons (e.g., employee’s own serious health condition, the serious health condition of a covered family member, etc.). So can employers take any steps to try and tame the intermittent FMLA leave beast, or are employers at the mercy of their employees? Although by its very nature intermittent FMLA will always give employers headaches, there are steps that employers can take to try and ease the pain.įirst, a little background on the FMLA is required. The allure of summertime fun in the sun can cause an increase in employee absenteeism, including with employees on intermittent leave under the FMLA. Employers don’t call the Family and Medical Leave Act the “Friday and Monday Leave Act” for nothing, especially this time of year.