intermittent

The Family and Medical Leave Act (FMLA) allows eligible employees to take unpaid, job-protected leave for specified family and medical reasons. This leave can be taken in a continuous block or, when medically necessary, on an intermittent basis, meaning in separate blocks of time for a single qualifying reason. This flexibility is available to all eligible employees, including those classified as exempt from overtime pay requirements. For example, an employee managing a chronic condition requiring regular doctor visits could use intermittent leave for those appointments.

Providing leave flexibility for eligible exempt employees helps balance work responsibilities with personal medical needs or those of family members. This can result in improved employee morale, reduced stress, and potentially lower employee turnover. Historically, access to such leave has been crucial in supporting employees facing ongoing medical challenges or those providing care for loved ones. This allows them to maintain employment while addressing personal circumstances. The option for intermittent leave recognizes that not all medical situations require extended, continuous absences from work.

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The Family and Medical Leave Act (FMLA) allows eligible employees to take unpaid, job-protected leave for specified family and medical reasons. This leave can be taken in a continuous block or, when medically necessary, on an intermittent basis. Certain employees, categorized as “exempt” under the Fair Labor Standards Act (FLSA), are often subject to specific regulations and considerations regarding their use of FMLA, particularly when taken intermittently. For example, an exempt employee needing time off for weekly physical therapy appointments might use intermittent FMLA.

The availability of intermittent leave provides crucial support for employees balancing work responsibilities with ongoing medical needs or those of family members. It allows for continued employment and income while addressing these needs, ultimately contributing to a more stable and productive workforce. Historically, access to such flexibility has been a key component in ensuring workplace equity and employee well-being. Proper administration is essential to avoid potential conflicts with salary deductions for partial-day absences typically prohibited for exempt employees.

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