FMLA Policy
Alex2003
38 Posts
Our policy states that STD and FMLA run concurrently. If someone goes on STD, we start the FMLA paperwork process and request the Certification. Usually, we get the information needed.
Yet, some employees do not provide treating physician's/professional's certification. I could deny FMLA on those grounds (and did with other employers) but I would also like to capture that time and record as FMLA since the person is legitimately out. If I do, I will create a "loophole" for somebody who will have their FMLA approved without providing the paperwork.
I guess I could change the policy and specify that FMLA will run concurrently only if the documentation is provided. Which will make the policy application easier but will not allow to capture the time out as FMLA.
Any suggestions? Thanks.
Yet, some employees do not provide treating physician's/professional's certification. I could deny FMLA on those grounds (and did with other employers) but I would also like to capture that time and record as FMLA since the person is legitimately out. If I do, I will create a "loophole" for somebody who will have their FMLA approved without providing the paperwork.
I guess I could change the policy and specify that FMLA will run concurrently only if the documentation is provided. Which will make the policy application easier but will not allow to capture the time out as FMLA.
Any suggestions? Thanks.
Comments
I am assuming that the STD is handled by a third party and you don't receive these forms?
E Wart
Alex