Another Human Resource Training for FMLA

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Tue, November 03, 2009

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They are trying to make it as hard as possible for employees who really need FMLA to use it! This is from HR Daily Advisor website.

How to Halt 'Pattern Absence' Abuse Under FMLA

Topic: Leave Policy/Compliance

Once employees are certified for intermittent FMLA, the Monday-Friday absence pattern begins, and there's nothing you can do, right? Not so, says HR Manager Barbara Dahlen.

Yesterday's Advisor featured Dahlen's tips for managing intermittent leave abuse. Today, she tackles pattern absences. Dahlen, who manages HR at Bellefontaine Habilitation Center in St. Louis, asked her audience at the recent SHRM Annual Conference and Exposition, "Nobody here has a problem with pattern absences, right?" The audience's large groan made it clear-pattern absences are a headache for everyone.

Dahlen has a protocol she follows to fight back....

You can read the rest of this article HERE.

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Megan Oltman

11/ 4/09 6:44pm

Wouldn't it be easy if we could predict that we would have a Migraine and need to take leave every other Tuesday? They say to watch out for patterns, that this may be a clue to abuse, but on the other hand expect our doctors to predict exactly how much time we will be sick, and expect us to stick with it... Faulty logic!

Lisa I tried to go comment on the HR web site you linked but for some reason it wouldn't post my comment!

I think the way to fight back is to document too, as much as possible, including asking our doctors to explain exactly why our disease is unpredictable. Document any time you work with a Migraine so they can see the sacrifices you make for the job. Probably wouldn't hurt to share the study Teri Robert reported recently about Migraine "presenteeism" - how work productivity is hurt more by people working with Migraines than byt people staying our of work because of them.

lolwme

11/13/09 7:10pm

I find this posting disgusting and don't know why you would have migraineurs read this stuff since this method would never work for my condition and I won a Department of Labor dispute with the Postal Workers Union to make my supervisor STOP checking directly with my doctor especially if I was not aware that was being done.

I'm appalled that actions like this are being explained here as if we who do suffer with legitimate absences for migraines, especially cluster migraines, are being targeted with these UNDER HANDED TACTICS as if we are cheaters, abusers, or worse.

Just STOP it! Stick up for us, the little people, not the huge conglomerates that only care about their bottom line which we build up with our hard work year in and year out for over 19 years for me with the USPS.

Lisa

11/13/09 10:35pm

Dear lolwme,

I posted this to help those migraineures who like myself aren't as lucky as you and who work at businesses where human resources do not care if there is a pattern or if all your paperwork is in...they can find a way around it if the company is big enough. I think it is very important for all migraineures to have the best and most up to date information out there. When I read the information from the human resource site I couldn't believe it. This is a daily site with information given to human resource employees on how to best stop employees from abusing FMLA, not just migraineures, but all employees who use intermittant FMLA. It's sad that there are employees out there abusing the system who make it hard for those of us who truley need it. I lost my job due to human resources stating my FMLA running out. There was way more to the issue but suffice it to say, they are a large company and it was easier for them to say "you're fired" then "hey, let's work on a solution. I am glad you won the Department of Labor dispute with the Postal Workers Union which might explain part of it...you were part of a Union. Many of us are not. But it was in no way placed on this website to insult anyone, only for information purposes.

lolwme

11/14/09 9:57am

I'm so terribly sorry, I miss read your post. I thought it was to support the efforts of Human Resources not just form them.

I agree, I am very blessed to have been a member of a very strong union but when we won our case, the Union sided with management not to allow my case to set a precedence which I was furious about.

I and my steward worked on my case for a year, then all I got was a few hours of overtime pay and the strike against me removed but it didn't help anyone else.

Again, please accept my apologies. I guess my outrage at such tactics blurred my vision that another caring member was warning us of the underhanded tactics that big business is using to punish all FMLA users to get to the abusers.

Lisa

11/14/09 10:14pm

No Worries lolweme,

Like I said, I just rececently got fired for having migraines. I did not obtain an attornanty early enough. NOW I have one who still believes there is something there but he is the 4th one. but not one of the other there would tell me to get out while you can, they all of them said to find anthough lawyer. Had they told us this last time "this was it!" We might have been able to walk away. But that is not what was said....no, they said to find a different lawyer for your case who might help you better. See your case at a different angle. When I first read the posting from this web site I was so appalled: but then astounded and ashamed that it was all sitting right there infront of us and we weren't even aware. I thought why be ashamed, lets tell everyone we know and make sure we stop the ease with which it has been spread to the human resource employees.. I can't say too much more except I have a lawyer and the EEOC is currently stepping in. Sometimes HR just takes their job and crosses their line just a little too far as well!!!!!!!!!!!!!!!!!!!!!!!!!

lolwme

11/15/09 11:49am

My prayers are with you; kepe me informed how you're doing!

pat

mcmurraychick

11/15/09 10:12pm

you know this is exxactly what walmart has done with me.

my paperwork, which has to be renewed every 6 months i have to do every 3. at least, i provide doctors notes for all days, missed, and yet,,,,, it DISAPPEARS!

someone please explain this.

my case is currently in front of the labor board. i filed a complaint. and according to my attorney, is pretty much a done deal.

our attendance policy is so strict that i was written up when i and my daughter had the swine flu ( no more than 3 days in any rolling 6 month period, i had it for a week, and 3 days after i went back to work she came down with it)

i average 1 day a month missed with a mirgaine, but i can prove that chemicals that i ma exposed to at work cause my migraines. and i am praying that they will have to cover at least some of the medical bills and lost wages,

Another Human Resource Training for FMLA

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