Managers play a big role in helping your company avoid costly Family and Medical Leave Act (FMLA) claims. It’s important, therefore, to train managers to recognize an employee’s need for FMLA leave.
Recognizing an employee’s notice of the need for leave can help alleviate situations in which an employee was entitled to the leave, but it was denied or delayed. Explain to managers that an employee doesn’t need to use any magic words (including “FMLA”).
An employee’s notice of the need for leave can come in different forms, such as:
- A doctor’s note indicating some time off for a condition (the employee’s or a family member’s),
- An employee’s family member/friend calling in for the employee, or
- An employee’s odd behavior (e.g., sleeping on the job).
Injuries or illnesses that occur at work, whether occupational or not, could also be such notice.
Some managers might believe that employees need to complete a leave application or mention something particular about the need for leave, but that is not the case. If managers have an inkling that an employee might need leave, they should be thinking FMLA.
Key to remember: Managers are often the weak link in the FMLA compliance chain. Training managers on how to recognize the need for leave can help your company avoid an FMLA claim.
