FMLA FMLA Intermittent Leave & Reduced Schedule Management

Question 1

An employee requests intermittent FMLA leave for migraines that occur unpredictably. What is the employer's primary obligation when approving this request?

Accepted Answer

Allow leave in the smallest increment the employer's payroll system uses

Answer

Approve leave only on days migraines are documented by a physician

Answer

Require the employee to exhaust all sick leave before using FMLA

Answer

Schedule all intermittent leave on Mondays and Fridays only

Question 2

An employee on a reduced schedule FMLA leave normally works 40 hours/week but is approved for 20 hours/week. How many weeks of FMLA entitlement does one calendar week consume?

Accepted Answer

One-half week

Answer

One full week

Answer

Two weeks

Answer

No entitlement is consumed for reduced schedules

Question 3

Which of the following is a legitimate employer response when intermittent FMLA leave disrupts operations?

Accepted Answer

Temporarily transfer the employee to an equivalent position that better accommodates recurring leave

Answer

Deny future intermittent leave requests

Answer

Require the employee to find a replacement worker during absences

Answer

Reduce the employee's pay while on intermittent leave

Question 4

An employee has been approved for intermittent FMLA leave and calls in 30 minutes before their shift. The employer's attendance policy requires 2 hours' notice. What applies?

Accepted Answer

The employee must comply with the employer's notice policy unless it is not practicable to do so

Answer

The employer can count the absence as an unexcused violation

Answer

The employer may deny FMLA protection for that absence

Answer

The employee is exempt from all notice requirements under FMLA

Question 5

When an employee takes unscheduled intermittent leave, how soon must the employer designate the absence as FMLA-qualifying after receiving sufficient information?

Accepted Answer

Within 5 business days

Answer

Same day the absence occurs

Answer

Within 3 business days

Answer

Within 10 business days

Question 6

An employee's approved intermittent FMLA leave has been exhausted mid-year. The employee calls in for what would have been an FMLA-covered absence. How should the administrator handle this?

Accepted Answer

Apply the employer's non-FMLA leave policies to the absence

Answer

Approve the absence as FMLA leave since prior approval was granted

Answer

Deny the absence as unexcused since FMLA entitlement is exhausted

Answer

Automatically extend FMLA leave by 2 weeks