Family medical leave--management strategies

Employers are recognizing the impact of lost productivity on total benefit costs. In a recent report based on 2002 benefit data, lost productivity represented 71% of the full cost of health/absence benefits (Integrated Benefits Institute, 2004). Occupational health nurse managers can develop FMLA leave management policies and programs to assure that leave is provided when appropriate, to help curb FMLA abuse and fraud, and to assist employers in defending adverse employment actions based on attendance. A review of employer policies and FMLA implementation also assesses compliance with the Act and provides the basis for appropriate responses in the case of legal actions and employee complaints to the U.S. Department of Labor.