Family Medical Leave

1. 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%.

2. 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)? n = 291 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

3. 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)?

4. 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.

5. 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?

6. 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?

7. How does your organization notify employees that their leave request has been designated as FMLA leave? n = 289 Note: Percentage may not total 100% due to rounding.

8. How does your organization notify employees that their leave request has been designated as FMLA leave?

9. 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.

10. What reasons have your employees provided as to their failure to notify your organization promptly that they are taking FMLA leave? n = 204 Note: Excludes respondents (25%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.

11. What reasons have your employees provided as to their failure to notify your organization promptly that they are taking FMLA leave? Note: Excludes respondents (25%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.

12. 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

13. What are the reasons that your organization requests an employee to resubmit a medical certification before determining entitlement to FMLA leave? n = 203 Note: Excludes respondents (19%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.

14. What are the reasons that your organization requests an employee to resubmit a medical certification before determining entitlement to FMLA leave? Note: Excludes respondents (19%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.

15. 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

16. What specific challenges has your organization encountered by having your organization’s health care provider contact the employee’s health care provider directly? n = 92 Note: Excludes respondents (58%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.

17. What specific challenges has your organization encountered by having your organization’s health care provider contact the employee’s health care provider directly?

18. 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

19. To what extent do you agree or disagree to the following statement? n = 289 Note: Percentages may not total 100% due to rounding.

20. To what extent do you agree or disagree to the following statement? n = 288 Note: Percentages may not total 100% due to rounding.

21. To what extent do you agree or disagree to the following statement? n = 288 Note: Percentages may not total 100% due to rounding.

22. To what extent do you agree or disagree to the following statement? n = 287

23. Has your organization’s perfect attendance award program changed as a result of FMLA? n = 45 Note: Excludes respondents (84%) whose organization does not have a perfect attendance award program

24. Has your organization’s perfect attendance award program changed as a result of FMLA?

25. Which of the following best describes your organization? n = 289

26. Which of the following best describes your organization?