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Employees who are eligible for FMLA leave sometimes don’t want to take it because it’s unpaid. However, some have begun asking to take intermittent FMLA leave on a work-from-home basis. Must employers grant such a request? It’s tricky.

We have a key employee who is the general manager for one of our dealerships, the top management position. He is in the hospital with a serious medical condition. He wants to and plans to return to his position when he is well. However, he will probably run out of FMLA leave before that happens.

How would you figure out the appropriate hours to apply for intermittent leave? For example, someone works 50 hours per week with mandatory overtime. Is there a formula to use to figure out that an employee would be able to use 600 hours instead of the 480 standard FMLA hours in a 12-month period?

How does the FMLA work if you have employees who are a couple with a new baby?

Is it legal for us to allow an employee to work from home while she is taking FMLA leave?

A manager’s urge to pick up the phone or dash off a quick email to ask a simple question or two of someone on FMLA leave just to keep operations moving can be powerful. Before they do, train them to ask themselves these questions.

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All employers must comply with USERRA, no matter how many employees they have.

How do you track tardy for salaried employees?

A recent class-action lawsuit illustrates how careful employers must be to remove any negative consequence of taking protected FMLA leave.