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HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
Family Medical Leave
• Sample comprised of 344 randomly selected HR professionals.
• Analyzing 344 responses of 2,816 emails sent, 2,742 emails were received (response rate = 13%).
• Survey fielded January 9 – January 16, 2007; presentation generated on January 17, 2007.
• Margin of error is +/- 5%.
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
In the past 12 months, has your organization changed any of its paid leave policy as a result of the Family Medical Leave Act (FMLA)?
2% 1%
94%
3%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Yes, my organizationincreased amount of paid
leave offered
Yes, my organizationdecreased amount of paid
leave offered
No, my organization hasnot made any changes to
its paid leave
Other
Note: Excludes respondents (15%) whose organization does not offer protected leave under FMLA and those whose organization does not offer paid leave. Percentage may not total 100% due to rounding
n = 291
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
In the past 12 months, has your organization changed any of its paid leave policy as a result of the Family Medical Leave Act (FMLA)?
Choice Count Percentage Answered
Yes, my organization increased amount of paid leave offered
6 2%
Yes, my organization decreased amount of paid leave offered
4 1%
No, my organization has not made any changes to its paid leave
273 94%
Other 6 2%
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
Other changes organizations have made to its paid leave policy as a result of the Family Medical Leave Act (FMLA) in the past 12 months
• Yes, cannot tag the leave, changed to 12 month non rolling
• While we do not offer FMLA benefits, we have a parallel program that we have made changes to in order to be more like FMLA so that our future transition is seamless.
• This year, we added enough employees to be accountable for FMLA
• Strengthened the rules behind it• January 2006 employees could begin using sick
PTO for any FMLA approved condition• Changed paid leave for Exempt workers, must use
paid leave is absent more than 4 hours in one day.
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
What effect has the use of paid leave by employees to cover short absences from work (e.g. late arrivals and early departures) for FMLA covered conditions had on your organization?
21%25%
17% 15%
8%3% 2% 2%
83%81%72%71%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Employee Moraleproblems, n = 285
Loss of productivity, n =286
Increase in earlydepartures, n = 286
Increase in tardiness, n =286
No noticeable effect Negative effect Positive effect
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
What effect has the use of paid leave by employees to cover short absences from work (e.g. late arrivals and early departures) for FMLA covered conditions had on your organization?
Topic Positive effect
Negative effect
No noticeable effect
Employee Morale problems 8% 21% 71%
Loss of productivity 3% 25% 72%
Increase in early departures 2% 17% 81%
Increase in tardiness 2% 15% 83%
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
How does your organization notify employees that their leave request has been designated as FMLA leave?
1%
1%
6%
21%
27%
44%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Other
Notify employee via email
Notify employee in person
Send a certification formthat designates leave as
FMLA
Send a letter designatingleave via mail to
employee’s current address
Send the employee a letterand the certification form
together
n = 289
Note: Percentage may not total 100% due to rounding.
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
How does your organization notify employees that their leave request has been designated as FMLA leave?
Choice Count Percentage Answered
Send the employee a letter and the certification form together
128 44%
Send a letter designating leave via mail to employee’s current address
78 27%
Send a certification form that designates leave as FMLA
61 21%
Notify employee in person 16 6%
Notify employee via email 3 1%
Other 3 1%
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
Other ways organizations notify employees that their leave request has been designated as FMLA leave?
• Not Sure• Never had FMLA leave• Have never disapproved a FMLA request.
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
What reasons have your employees provided as to their failure to notify your organization promptly that they are taking FMLA leave?
6%
4%
4%
35%
78%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Other
Supervisor did not notify HRor the appropriate
office/person
The organization’s policydid not state that advanced
notice was required
Unable to notifyorganization due to
incapacity (e.g., unforeseenillness, accident)
Employees do notunderstand FMLA leave or
the need to notify theorganization
Note: Excludes respondents (25%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.
n = 204
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
What reasons have your employees provided as to their failure to notify your organization promptly that they are taking FMLA leave?
Choice Percent of Cases
Employees do not understand FMLA leave or the need to notify the organization
78%
Unable to notify organization due to incapacity (e.g., unforeseen illness, accident)
35%
The organization’s policy did not state that advanced notice was required
4%
Supervisor did not notify HR or the appropriate office/person
4%
Other 6%
Note: Excludes respondents (25%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
Other reasons employees have provided as to their failure to notify their organization promptly that they are taking FMLA leave
• We have union contracts. It creates confusion between the contract and the FMLA rules.
• Procrastination on part of employees.• No one has taken it• Never had FMLA leave• Employees understand FMLA but think that using it may cause job loss if they
cannot return within 12 weeks• Employees hope absence will go unnoticed as FMLA qualifying• Employees forgot the requirement.• Employee afraid of negative impact for future employment or career growth
(maternity leave or short term leave)• EE notified sup who didn't notify HR• Don’t want leave designated FMLA• Don't complete paperwork because too much trouble• Doctor not filling out form in time
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
What are the reasons that your organization requests an employee to resubmit a medical certification before determining entitlement to FMLA leave?
6%
46%
64%
65%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Other
Unsure initial informationsatisfies as qualified leave
Vague information eventhough form may be complete
Incomplete informationregarding their qualified FMLA
leave request
Note: Excludes respondents (19%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.
n = 203
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
What are the reasons that your organization requests an employee to resubmit a medical certification before determining entitlement to FMLA leave?
Choice Percent of Cases
Incomplete information regarding their qualified FMLA leave request
65%
Vague information even though form may be complete
64%
Unsure initial information satisfies as qualified leave
46%
Other 6%
Note: Excludes respondents (19%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
Other reasons that your organization requests an employee to resubmit a medical certification before determining entitlement to FMLA leave?
• Short term disability information needed• Recertification of Leave• Recertification - every 30-day• Occasional concern leave is still needed• Must resubmit only every 30 days to ensure leave is still
FMLA - qualified.• Leave continues longer than originally anticipated• Intermittent leave for unspecified period of time• Employee has received some treatment, hasn't improved
and we need a medical update.• Confirm length of leave if dates are estimated.• Cannot read doctor's handwriting• Annual re-submission required for chronic conditions • 30 days has passed since previous certification• 30 day review for intermittent leave
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
What specific challenges has your organization encountered by having your organization’s health care provider contact the employee’s health care provider directly?
11%
8%
61%
64%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Other
Increase in financial costsdue to costs associated withhiring a health care provider
Delay in the certificationprocess
Difficulty in obtaining factualsupport for the employee’s
condition
Note: Excludes respondents (58%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.
n = 92
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
What specific challenges has your organization encountered by having your organization’s health care provider contact the employee’s health care provider directly?
Choice Percent of Cases
Difficulty in obtaining factual support for the employee’s condition
64%
Delay in the certification process 61%
Increase in financial costs due to costs associated with hiring a health care provider
8%
Other 11%
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
Other challenges organizations encountered by having their organization’s health care provider contact the employee’s health care provider directly?
• We do not have an organizational health care provider.• Resources to make calls• Resistance of health care providers to provide information
to employers.• Organization does not have a health care provider involved
in FMLA process. It is supervisors and HR who work with the staff and their providers. Difficulty includes delays, lack of understanding on the part of HR or manager
• Medical statements received appear to be "employee" directed and may not be medically accurate. Most doctors will sign anything.
• HIPPA• HIPAA• Employee or provider occasionally will use HIPPA laws to
suppress information• Complication with regard to privacy issues with the
employees provider not being supportive• Alternate department handles some, therefore, unknown
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
To what extent do you agree or disagree to the following statement?
17%
55%
18%
9%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Strongly disagree Disagree Agree Strongly agree
Employees in my Organization are more likely to schedule FMLAepisodic leave
Note: Percentages may not total 100% due to rounding.
n = 289
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
To what extent do you agree or disagree to the following statement?
27%
52%
14%
8%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Strongly disagree Disagree Agree Strongly agree
Employees in my Organization abuse FMLA leave more than othertypes of paid leave
Note: Percentages may not total 100% due to rounding.
n = 288
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
To what extent do you agree or disagree to the following statement?
6%
38%
47%
9%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Strongly disagree Disagree Agree Strongly agree
Employees in my Organization understand when their leave requestqualifies as FMLA leave
Note: Percentages may not total 100% due to rounding.
n = 288
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
To what extent do you agree or disagree to the following statement?
18%
41%
35%
6%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Strongly disagree Disagree Agree Strongly agree
The two-day time frame regulated by DOL for providing notification toour employees of their FMLA leave status is adequate for myorganization
n = 287
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
Has your organization’s perfect attendance award program changed as a result of FMLA?
82%
18%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
We have modified our perfect attendance programbecause of FMLA
We have eliminated our perfect attendance programbecause of FMLA
n = 45
Note: Excludes respondents (84%) whose organization does not have a perfect attendance award program
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
Has your organization’s perfect attendance award program changed as a result of FMLA?
Choice Count Percentage Answered
We have modified our perfect attendance program because of FMLA
37 82%
We have eliminated our perfect attendance program because of FMLA
8 18%
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
Which of the following best describes your organization?
46%
25%
19%
10%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Privately owned forprofit
Publicly owned forprofit
Nonprofit organization Government sector
n = 289
HR: Leading People, Leading Organizations © 2007 SHRMSHRM Weekly Online Survey: January 9, 2007
Which of the following best describes your organization?
Choice Count Percentage Answered
Privately owned for profit 132 46%
Publicly owned for profit 72 25%
Nonprofit organization 56 19%
Government sector 29 10%