How do we calculate intermittent or reduced schedule leave time?
To determine charges to an employee’s leave entitlement, you may count only the amount of leave actually taken. Thus, count only the fraction of the normal workweek taken as leave. For example, you would count one day off during a five-day workweek as one-fifth of a week of leave time. Or, you would count an eight-hour workday reduced to a four-hour workday as one-half of a week of leave time. If the employee’s schedule varies from week to week, you must calculate the normal workweek using a weekly average of the hours worked over the 12 weeks preceding leave. Finding a Benefit in the Problem The questions and answers above illustrate what many employers have learned first hand: managing intermittent and reduced schedule leave can be complicated and cumbersome. But even so, there still may be times when you would prefer or even encourage these leaves over a continuous FMLA leave. For example, it may be easier to manage a part-time schedule or irregular absences than to lose a valued em
