Few things are as frustrating for a manager as dealing with an employee who’s taking too much time off and using every angle of the Family & Medical Leave Act (FMLA) to cling to his or her job.
If it’s your thankless task to manage and document the leave process as the Benefits administrator or Human Resources professional, you probably have managers breathing down your neck pleading for a speedy termination so they can fill the position with someone else and get the work done.
But you know that one misstep can cost the company dearly. You have to be the voice of caution, bending over backwards to give the employee the benefit of the doubt before you can pull the trigger.
