Nathaniel Glasser, a Member of the Firm in the Employment, Labor, and Workforce Management practice, in the firm’s Washington, DC, office, was quoted in Law360, in “4 Tips for Employers to Handle Periodic FMLA Leave,” by Aaron Vehling. (Read the full version – subscription required.)
Following is an excerpt:
In order for intermittent FMLA leave to serve its statutory purpose and not cause legal issues for an employer, the parties must communicate with each other, according to Glasser.
After all, the law doesn’t require the employee to utter the magic phrase “I’d like FMLA” in order to give notice of the need, and the employer needs to be able to communicate its own expectations.
“I think the worst thing an employer can do when confronted with an intermittent leave request is to fail to work with the employee,” Glasser said. “Like so many things in employment relations, communication is key.”