We’ve said it before, and we will say it again: Make sure you understand the Family Medical Leave Act (FMLA) before one of your employees uses it, or you could find yourself in a heap of trouble. The Department of Labor (DOL) does not take kindly to businesses that don’t comply.
We found this great bit of FMLA information over at HR Daily Advisor:
Frequently, an employee who is physically unable to come to work will perform some work for the employer from home. This has become more and more common as technological advances have made it easier for workers to perform work and communicate with co-workers from any distance.
“Leave means leave, not work from home, make no mistake,” says Kelly Coblentz, PHR, hireVision’s Director of HR Services. “The DOL certainly won’t. Any time you’ve asked or allowed your employee to do work while on FMLA, at home or on-site, the time may be deducted from the 12 weeks of FMLA time they are entitled to by law. And don’t forget you may need to pay them too!”