Born in 1993, the Family Medical Leave Act (FMLA) continues to spread its wings. We know deep down it is well intentioned, but getting past the layers of complexity is difficult and as soon as you think you have it figured out a unique situation arises.

Accurate tracking and effective management of employee absences due to the FMLA are a growing concern for organizations across all industries and sizes. Employers often struggle with FMLA compliance due to rapidly evolving regulation, which creates an opportunity for litigation issues if proper care is not taken to manage FMLA related absences.

Although regulatory guidance and materials on the core concepts are readily available at http://www.dol.gov/compliance/laws/comp-fmla.htm, real and more complex issues remain. Where some ambiguity exists and employers have some flexibility, we suggest you use it to your advantage and make sure your internal corporate goals have a voice.

Some of the tactical areas where employers can tighten their reigns include:

  • Counting time
  • Use of paid time
  • Recertification processes
  • Fitness for duty

See also: Managing an Absent Workforce: A Guide to the Family Medical Leave Act (White Paper)

Whether your organization is looking to outsource FMLA administration and/or other leaves of absence (LOA) or strengthen these services in-house, Spring can help you evaluate your current policies and processes and strategize on the most beneficial and cost efficient method of administration.

Our Integrated Disability Management (IDM) Team is made up of a number of highly trained absence management professionals. We help employers wade through the murky FMLA waters, ensure compliance, and facilitate productivity in the workplace.

Please contact us if you have an FMLA question or concern and would like to speak to a member of our Integrated Disability Management Team.