Employers still insist that managing unforeseeable intermittent leave under the Family and Medical Leave Act (FMLA) is one of their toughest challenges. Most companies require employees to continue to perform their job, to help keep the operation running. While some employers feel there is little they can do to manage such leave, some steps may be taken to help ease the pain.
Time spent as a temp employee counts toward FMLA eligibility
Cameron had been a temp employee for the company for well over a year before he was hired on as a regular employee. Two months later, he informed Rachel, his supervisor, that he was going to be a first-time father and would likely want to take some time off for the birth. He expected the leave to begin in about four months.
Rachel was somewhat familiar with the FMLA, but wasn&rsquo...