The legitimate and beneficial purposes of the Family and Medical
Leave Act (FMLA) are undeniable. The law provides employees who
have a serious health condition, are caring for a family member
with a serious health condition, or are undergoing certain major
life events such as the birth or adoption of a child, a safety net
in the form of job-protected leave.
Many employers can recount success stories of employees who were
experiencing very stressful times in their lives, took FMLA leave
for qualifying reasons, and returned to the workplace as productive
members of the team. These success stories underscore the purpose
and benefits of the FMLA.
Unfortunately, these everyday success stories are not the ones
that stand out in the minds of many managers, and the old adage
that a bad apple can ruin the barrel is true. Many
experienced human resources professionals can vividly recall an
employee who they believed was fraudulently taking FMLA leave.
These can be the
