"When calculating FMLA entitlement, include overtime and 'working lunches.' ... In calculating amount of leave used -- don't include days an employee is not scheduled.... Neither a medical emergency nor a request using the word 'FMLA' is required.... Give employees a chance to provide certification.... Communicate with employees.... You can require the use of customary notice procedures for absences, but with caveats.... Avoid derogatory remarks about those who take leave.... Be consistent in your treatment of employees before and after leave.... Adjust goals downward for employees who take FMLA leave.... Not every deviation from what you expect of a seriously ill person suggests FMLA abuse."

MORE >>