Intermittent leave

Definition

Intermittent leave refers to a type of leave that allows an employee to take time off from work in separate blocks of time rather than in one continuous period. This can be particularly useful for employees who need to attend to medical issues, family emergencies, or other qualifying situations that do not require a full-time absence. The Family and Medical Leave Act (FMLA) recognizes intermittent leave as a valuable option for eligible employees, allowing them to manage their personal and family health needs while maintaining their job security.

5 Must Know Facts For Your Next Test

1. Intermittent leave can be taken in various ways, including hours, days, or weeks, depending on the needs of the employee and the approval of their employer.
2. Employees are required to provide notice to their employer when they need intermittent leave and may need to submit medical documentation to support their request.
3. Under the FMLA, employers must maintain the employee's group health insurance coverage during intermittent leave under the same terms as if the employee were actively working.
4. Employers have the right to request that employees schedule their intermittent leave in a way that does not disrupt business operations whenever possible.
5. If an employee uses intermittent leave, it counts against their total FMLA entitlement, meaning they have a limited amount of time available throughout the year.

Review Questions

• How does intermittent leave benefit employees dealing with serious health conditions or family emergencies?
  • Intermittent leave provides employees with the flexibility to take time off as needed without completely leaving their job. This is particularly beneficial for those managing serious health conditions, as they can schedule leave around medical appointments or treatment without sacrificing their entire work life. It also supports family responsibilities by allowing employees to address urgent situations while still being able to fulfill some work commitments.
• Discuss the responsibilities of both employees and employers when it comes to managing intermittent leave under the Family and Medical Leave Act.
  • Employees are responsible for notifying their employers about their need for intermittent leave and providing necessary documentation, such as medical certifications. On the other hand, employers are required to maintain health insurance coverage for employees on intermittent leave and ensure job protection upon their return. Both parties must communicate effectively to manage scheduling and minimize disruption to the workplace.
• Evaluate how the option for intermittent leave under the Family and Medical Leave Act reflects broader trends in workplace flexibility and employee well-being.
  • The inclusion of intermittent leave in the Family and Medical Leave Act illustrates a growing recognition of the need for flexibility in modern work environments. This option acknowledges that employees often face complex personal situations requiring time away from work without jeopardizing their job security. As businesses increasingly prioritize employee well-being and work-life balance, policies like intermittent leave represent critical steps towards fostering supportive workplaces that accommodate individual needs while maintaining productivity.

Related terms

Family and Medical Leave Act (FMLA): A federal law that provides eligible employees with up to 12 weeks of unpaid leave per year for specific family and medical reasons while ensuring job protection.

Serious Health Condition: An illness, injury, impairment, or physical or mental condition that involves inpatient care or continuing treatment by a healthcare provider, qualifying for FMLA leave.

Job Protection: The assurance that an employee can return to their same or an equivalent position after taking leave under laws like the FMLA.