Intermittent unscheduled absenteeism often challenges employers to meet the needs of their employees, control direct absenteeism costs, and maintain the staff needed to serve customers. Occupational health nurses have opportunities to play an important role in addressing this challenge. Measurable financial impacts have been demonstrated from integrating the management of intermittent FMLA leave with an employer's existing absence management program.
References
1.
American Association of Occupational Health Nurses, Inc. (2002). An in-depth look at FMLA: What is the OHN's role?AAOHN News, 22(7), 1.
MorningStar Health, Inc. (2008). [FMLA absenteeism and costs]. Unpublished raw data.
6.
RectorB. (2006). Selected recent FMLA developments. Paper presented at the Grand Rapids Bar Association Labor & Employment Law Section, Grand Rapids, MI.
U.S. Department of Labor, Wage and Hour Division. (2008a). The Family and Medical Leave Act of 1993, as amended. Retrieved February 6, 2008, from www.dol.gov/esa/whd/fmla/fmlaAmended.htm.
13.
U.S. Department of Labor, Wage and Hour Division. (2008b). The Family and Medical Leave Act of 1993: Notice of proposed rulemaking: Request for comments. Retrieved February 22, 2008, from www.dol.gov/esa/whd/fmla/FedRegNPRM.pdf.
