Recognize a potential FMLA notice trigger before applying attendance discipline.
Attendance discipline should wait until protected leave has been screened. The sequence matters FMLA is not a magic-word system. The employer's duties can begin when the organization has enough information to understand that leave may be for a covered reason. That means managers need to flag medical, caregiving, childbirth, military family, recurring treatment, or serious health phrases instead of immediately converting them into attendance points. The compliance sequence is eligibility, qualifying reason, notice, certification, designation, tracking, benefits, and restoration. Skipping early steps creates downstream problems. If protected time is counted against the employee, the organization may create interference or retaliation…
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