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Intermittent FMLA is leave taken pursuant to the Family Medical Leave Act (FMLA) for a single injury, taken in separate, non-consecutive time periods rather than a single span of time.The FMLA is an act of Congress, enacted in 1993 which provides protections for employees who must be away from work due to injury or illness of the employee or to give care to a family member during a period of injury or illness.New mother may work a reduced schedule for a time after giving birth or adopting a child if the employer consents.An employee who desires to claim intermittent FMLA leave should make a reasonable attempt to accommodate the scheduling needs of employer so as to least hinder company operations.Therefore, unexpected absences in the form of FMLA intermittent leave can greatly damage productivity and planning.
Upon monitoring his absences, Oak Harbor notice that almost 9 out of 10 absences during a six year timeframe fell next to a weekend of holiday.At the end of an employee’s FMLA leave, the employee is entitled to return to work in his original job or substantially equivalent alternative right away.An employee can be required to give notice of the date he intends to return to work, but an employer may not require an employee to extend his leave while waiting for a position to be available.This leave is available for a defined period of time upon submission by the employee of documentation that intermittent or reduced leave schedule is medically required.Intermittent FMLA is available to employees when he or she has a serious health condition which prevents the employee from doing his or her job or for employees with family members requiring care for a serious health condition. The caregiving services can be either physical or emotional or both and include transportation services.
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Employees may use any accrued sick or vacation leave benefits concurrently with FMLA leave.