One of our exempt employees -- a children's therapist -- is keeping me up nights by taking unscheduled and intermittent leave under the Family Medical Leave Act (FMLA). We've been able to plan schedules when other employees have requested either a 3-month leave or regularly scheduled intermittent leave, but this employee has rheumatoid arthritis and she never knows until she wakes up if she will be able to come to work on any particular day. We can't count on her to keep appointments with our clients. We know that leave under the FMLA is protected, but there must be something we can do without these continuous disruptions to our services. Help!
Dear Sleepless: The administration of intermittent leave can create a headache for the employer. You do have some options -- and some tools -- that can help you