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Feb03

Concurrent STD/FMLA

Attendance Management
Vacation Request / Response Form
Weekly Time Sheets
Attendance Calendar for 2009 or 2010
Annual Attendance Tracker
Vacation Request Form for 2009 or 2010 (Calendar)
Detailed Absence Report
HR Management
Confidential Employee Folder
Confidential Employee Medical Folder
Job File Worksheet Folder
Daily EEO Applicant Flow Log
Workplace Information Sheets
Request to Inspect Personnel Files

Our company automatically grants approved FMLA if STD disability is approved. If STD is denied at some point, is it incumbent upon the employer to automatically continue approved FMLA? Or, can we require that the employee submit a revised FMLA to determine if continuing FMLA is warranted?

As an employer you can and should run FMLA concurrently with STD or short term disability. However, once the employee is no longer on short term disability, it is possible that he or she has made a full recovery. Rather than automatically extending FMLA, you should require that the employee complete FMLA papers and have a doctor certify the serious health condition.

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This entry was posted on Wednesday, February 3rd, 2010 at 5:23 pm and is filed under
Attendance Management, Human Resources Management.
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