How Can Both Employer And Employee Benefit From A Good Family And Medical Leave Policy

A problem many companies face is that of absenteeism

, which can often be excessive with employees frequently availing of their family and medical leave days and then asking for more. Companies need not give their employees continuous leave days and a point comes when they need to put a halt to excessive leave and take disciplinary action. Sometimes, even employers are unsure about what should be done and need to know more about whether their employees are indeed covered under the Family and Medical Leave Act.

A family and medical leave policy will help the government with addressing legal issues relating to family leave and medical aid. Employees that are eligible are allowed to consume as many as twelve weeks of job-protected leave for a grave health condition that affects them, or which requires them to be away from work for taking care of a gravely ill family member. This means that the family and medical leave policy will not allow for counting family and medical leave time as "no fault" policies which implies that only a set number of absences and not more will be allowed and no more, irrespective of the reason.

If the employee avails of legally protected leave, he or she cannot be disciplined or terminated as per the law and the family and medical leave policy. The company therefore need to formulate a family and medical leave policy that will control absenteeism and will have to decide on how many days are permitted as acceptable absences and where to draw the line.

Most companies do not like to enforce rigid family and medical leave policies and shun those that permit supervisors to individually decide the quantum of leave deemed to be excessive. Flexibility also is laudable, but it may lead to inconsistencies, which may further cause complications including being accused of discrimination as well as wrongful discharge. The family and medical leave policy should be clear and spell out attendance as well as punctuality related expectations as also job requirements. Most employees, once they are apprised of the policy, will generally adhere to the guidelines and abide by them.

It may thus be wise to focus on individual problem that certain employees have rather than try and enforce an all-encompassing discipline oriented policy. The family and medical leave policy should be clear and written in plain English without taking recourse to legalese and should address the issue of attendance and should also detail the laws, regulations as well as may even cite court cases that impact the compliance obligations on the part of the employee.

The family and medical leave policy form is readily available in the market and finding one should not pose any problem, as there are many vendors who specialize in such documents and for a few dollars one may obtain completely researched and well-formed family and medical leave policy form. There is no need for researching and creating one from scratch as buying these documents provides an avenue for obtaining comprehensively created solutions that have had experts draft them and they are suited for all manner of use. Spending a few dollars, one could reap great benefits, as there is plenty to be saved in terms of time, money and cost as well as being tailored to suit individual requirements

by: Wade Anderson

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