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ID: 363601 • Letter: P
Question
pls help me reply to this answer; this is not a question this is a response to a discussion from my peer.
I believe the one benefit and compliance issue that is potentially risky for an organization would be Family and Medical Leave Act of 1993 (FMLA). I chose this specific one because I had just this year used this benefit. Due to the expectancy of my first born, I spent a couple months prior to starting my leave on researching what FMLA was all about. While all in all this benefit is a great one, it could turn up issues for the organization if they are not careful. One issue in particular that organizations are coming across is that employers aren't holding employees accountable when it comes to utilizing FMLA properly. Even though it is the organization's responsibility to ensure that FMLA is being used properly and that the employers are not just taking random days off. According to Mike Staebell, the key in doing so is to consistently enforce the organization's FMLA policies and hold employees accountable (Staebell, 2017). Refernce:
Explanation / Answer
FMLA:
Yes, I do agree with the statement that it is a potential risk for the employer when an employee is not sensitive enough to use this leave only for illness purposes.
As per law is the employer's duty to check on FMLA's policies. But still employees has to be educated and held responsible. This can be done with the below techniques.
1. Ethics: Building ethics and values around this policy would avoid employees from misusing it. Employees should be made to understand that this policy is only for fitness purpose and not to be misused
2. Clearly written policy: To make employees accountable a clearly written policy has to be in place with the basic frequently asked questions and answers to provide better clarity.
3. Informal communications: Keep emphasising about this policy informally like placing posters in cafeteria, work desk ect which talks about the good behaviour while using this policy and hence create conscience among employees.
4. Strict actions: Finally necessary strict action has to be taken on employees who misuse this policy
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