CareWorks USA has outlined 15 action steps employers can take that will help them control intermittent claims and control costs associated with intermittent absences.
- Clearly spell out your FMLA policy in the employee handbook.
- Clearly spell out your policy on intermittent leave for bonding after birth or placement (yes, the employer has a choice whether to allow this.)
- Run your FMLA concurrent with other applicable benefits.
- Check Eligibility every new 12 month period.
- Require Certification & Ensure the Certification is complete and legible.
- Conduct a thorough review of the medical information ~ a medical professional such as a nurse can be critical in understanding the medical jargon written on the certification.
- Include medical clarification in your review as necessary.
- Require a Frequency & Duration on Certification.
- DOL has given Employers the right to require employees to submit certification every 6 months - Certify claims for 6 months.
- Make employees accountable - Require them to report every FMLA occurrence.
- Ask your employee questions about his or her leave – every occurrence if necessary.
- Temporarily transfer the employee to an alternate duty position while on leave.
- Seek Fitness for duty - Employers can now conduct fitness for duty on intermittent cases (in association with an absence.)
- Utilize 2nd & 3rd opinions when appropriate.
- Partner with a vendor like CareWorks USA to help with administration, tracking and medical clarification.
Visit http://www.careworksabsence.com/leave-administration/ for more information on Family and Medical Leave Act.