Whether it is 80 degrees Fahrenheit outside or it is snowing, it makes for a perfect excuse to bunk office, especially if the weekend is approaching. For employees, it may mean an early weekend, but for employers, it is a stumbling block in managing everyday affairs. The problem of absenteeism is plaguing both government and corporate entities. The most noteworthy element in such absenteeism by employees is that most of these are a result of FMLA abuse. In fact, the Family Medical and Leave Act empowers employees to such an extent that employees very often resort to abusing the act and take unscheduled leave. Employers often feel vulnerable at not being able to curb such abuses.
However, not many employers know how to stop FMLA abuse and therefore absenteeism. Here are some of the methods to stop FMLA abuse.
Submitting Leave Request Forms Can Be Made Mandatory
The employer cannot deny FMLA leave to any employee who puts up a notice to the employer about his or her need for leave. However, it requires that the employee actually pens down his or her request to the employer. This can deter habitual absentees from FMLA abuse and bring down absenteeism markedly.
Enforcing A Call-in Policy May Auger Well
Although the act does empower employees to take unscheduled leave, employers can devise their own mechanisms and systems to deal with FMLA requests. You can enforce a policy whereby employees need to call in to report an absence at least an hour before their shift. If the concerned employee does not abide by the policy, the employer can deny FMLA leave to him or her. However, you also need to make sure that there is no element of emergency in the unscheduled leave. Such a policy may deter employees since it would require absentee calls every day at least an hour before the start of the shift.
Communication Lines Can Be Kept Open
It has been seen that maintaining contact with employees who are on FMLA leave can deter such abuse to a great extent. In fact, even if you don’t have a formal call-in policy, you can deploy call staffers to contact employees on FMLA leave at least once a week.
Self-certification by employees can be a strong deterrent factor
You can enforce a policy by which employees need to certify their absence. If need be, employees may even be made to recertify their absence in case there is a change in circumstances. You need to give 15-days time to the employee to get the certification and return the form to you. Nevertheless, you need to make sure that there are no unavoidable circumstances for which the employee is not able to comply with the certification requirement.
A Set of Specific Questions to Put to Employees Can Be Useful
Employers do have the right to ask certain questions to employees calling in to report sick.
You can ask questions regarding-
- The reason for the absence.
- If the employee had ever been absent on this count or not.
- Whether the employee will see a doctor or not.
- When did the employee learn about his or her need to be absent?
Even though FMLA leaves are meant for a good cause, some employees tend to abuse them. Above are some of the methods that each employer needs to be aware of to prevent FMLA abuse.
