Are employers required to grant intermittent or reduced schedule FMLA leave?

Yes, employers in North Carolina are required to grant intermittent or reduced schedule FMLA leave under certain circumstances. The U.S. Department of Labor states that employers should implement a flexible leave policy when it comes to intermittent or reduced schedule leave. Depending on the specific circumstances, employers must allow an employee to take FMLA leave in increments of time or on a reduced leave schedule, such as a few hours each day or each week, as long as the employee fulfills the other FMLA requirements. When it comes to intermittent or reduced schedule FMLA leave, the employee must provide the employer with satisfactory medical certification to support the need for the employee’s leave. In addition, the employer may require the employee to transfer to an alternate position with equivalent pay and benefits that may better accommodate the employee’s intermittent or reduced schedule leave. In addition, if the employee’s leave will create an undue hardship on the employer, the employer may deny the request. This may be the case if the employee requires extensive supervision during their leave, if the employee’s leave would disrupt the employer’s operations, or if the employee’s leave would require the employer to hire temporary staff or incur additional costs. Overall, while intermittent or reduced schedule FMLA leave is allowed in North Carolina, employers are still within their rights to deny the request if it would create an undue hardship for the workplace.

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Are employers required to grant intermittent or reduced schedule FMLA leave?

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