Many companies have sick leave policies established so that employees can take off when they’re contagious but many of these also try to address the possibility that some workers might try to get off when they aren’t actually sick. This is a fine line for employers to walk because of the Family and Medical Leave Act (FMLA). We know that you might have some questions about what you can and can’t do, especially with the recent concerns about people passing germs to others.
One important thing to remember is that an employee who is sick can endanger everyone they work with, as well as your clients. For this reason alone, it’s usually best to err on the side of caution and let the person have time off so they don’t get everyone else sick.
Some employees might cite the FMLA when they ask for the time off. Having a basic understanding about what the FMLA requires can help you avoid facing legal action because your company denied the leave to someone it was due. We can help you find out when employees can call on the unpaid leave that this act provides them.
In some cases, the question that comes up from the employee might be whether they qualify for paid time off, or sick leave, when they need to take off. This is largely based on company policy, so you need to ensure that you have these set and clearly conveyed. We can help you take the steps necessary to prevent giving employees the option of taking legal action against your company.