Page 7 - HRS-125 - 07.2020 Managers Guide

FMLA Types

» Continuous leave – An employee is absent for more than three consecutive workdays.
» Intermittent leave – An employee takes leave in periodic increments of time; hourly, daily, and/or
weekly increments.
» Reduced schedule leave – An employee continues to work, but the employee’s regular work
schedule is reduced to a certain number of hours per day, week, and/or month.

Covering Workload and Staffing Needs Managing Intermittent Leave
• Assess what work can be covered by the employee’s • You should maintain an open dialogue with the
co-workers. employee on departmental call-in procedures, work
• If the employee’s workload cannot be covered by expectations, and business goals.
the employee’s co-workers, you may consider hiring • If the employee is approved for intermittent leave,
a temporary employee. Important note: When your remind the employee to denote their time off as FMLA
employee is released to return to work, the employee on their timesheet.
must be returned to the same or an equivalent • Whenever possible, coordinate the employee’s need
position held when their leave began. for office visits and appointments with times that
• If the employee is on intermittent leave, you may are the least disruptive of departmental needs and
meet with HR to discuss the option of transferring an operations.
employee to an equivalent position to meet both the
departmental and intermittent leave needs. However, An employee has reached their 12-weeks maximum:
the employee must be returned to their original • If the employee exhausts their FMLA leave and
position once FMLA is exhausted or no longer needed. is unable to return to work, discuss with your
HR resource the possibility for non-FMLA leave
Contacting an Employee While on Leave and/or determine if there is a need for a work
accommodation.
• If you contact a non-exempt employee and ask the
employee to perform work duties, you will need to
compensate them for their time. Employees on leave
should only be contacted if there is a critical work- If the employee exhausts their FMLA
related need. If the time requirement for the critical leave and is unable to return to work,
task is substantial, other arrangements should be discuss other possibilities with your
made such as hiring a temporary employee.
HR resource.

Workplace Accommodations

When an employee becomes unable to perform the essential, assigned duties of their current position as a result of a
covered disability, MIL is committed to providing services to assist the employee. This includes whether a reasonable
accommodation will allow the employee to perform the essential assigned duties of their position. The company will
explore reasonable accommodation options when an employee requests accommodation or there is evidence that an
employee may need accommodation due to a covered disability.

Accommodation options will be considered in discussions with the employee. This is known as the Interactive Process.
As a manager, it is important for you to know how to recognize and respond to a potential accommodation request. You
should consult with HR if you have any questions.

HRS-125 - 07.2020 7