当员工来找您请假时，您可能会开始问自己应该提供哪种假期。也许你有一个带薪休假(PTO) policy. Or maybe your state has paid sick leave laws you must follow. You may also need to provide家庭病假法案（FMLA）请假前往合格的员工。根据您的员工为什么需要休假，他们可能需要间歇性假。那么，什么是间歇性休假？

什么是间歇性休假？

有时，员工需要在一定的时间内利用所有休假。在这种情况下，员工必须使用持续休假。

But, employees may have circumstances that require them to take leave in smaller increments of time. This is where intermittent leave comes into play. With intermittent leave, an employee can take leave for one qualifying event in smaller periods.

这FMLA has rules about continuous and non-continuous leave and protects a worker’s job if they need to take time off work for qualifying reasons. You能够在使用FMLA间歇性休假之前，要求员工使用所有可用的PTO。请记住，FMLA下的所有人都没有薪水。

State paid sick leave laws通常不包括间歇性休假政策。如果适用，请与您的州核对，以了解其带薪病假法是否包括间歇性休假规则。

If your business is in a state that requires paid family leave (PFL), you must comply with the state’s policy on intermittent leave (if applicable).

FMLA qualifying events

那么，FMLA间歇性休假如何工作？同样，员工只能为单一合格活动带来此类假。这FMLA设定了严格的规则on when an employee qualifies.

A single qualifying event includes:

• 休假的时间严重的健康状况，限制了员工执行基本工作职能的能力
• Caring for an immediate family member (spouse, child, or parent—but not a parent “in-law”) with a serious health condition
• 这birth, adoption, or foster placement of a child
• A situation that requires attention because of the military deployment of a spouse, child, or parent
• 与雇员的配偶，父母或子女有关的严重疾病或伤害有关的严重疾病或伤害有关的护理

As with continuous leave, the maximum amount of time available for intermittent leave is generally 12 weeks total throughout the year. An employee can use a total of 26 weeks of unpaid intermittent leave during a 12-month period for the care of an injured or ill servicemember but not for the deployment.

合格事件必须出于相同的原因需要定期或情节护理。例如，员工可能会间歇性休假接受与严重健康状况治疗有关的所有医生任命（例如，癌症化学疗法）。员工不得将FMLA间歇休假用于多个合格事件（例如，儿童的诞生和严重疾病）。

What is a serious health condition?

并非所有的健康状况都使员工符合非连续休假的条件。严重的健康状况包括以下内容：

• 需要在医疗机构或医院过夜停留的条件
• Any condition that makes an employee or their family member unable to work or attend school for more than three consecutive days
• Illnesses or conditions that require ongoing medical treatment, including multiple appointments with a healthcare provider or single appointments with prescription follow-up care
• Chronic conditions causing occasional periods of incapacitation that require treatment at least twice a year with a healthcare professional

Employees who donate an organ to a non-relative may use intermittent leave for the operation and postoperative care.

Reduced leave

你的员工也用完了A on a reduced leave schedule, which is separate from an intermittent leave of absence. Reduced leave is when you reduce an employee’s usual weekly or daily work schedule. Your employee must work with you to schedule their reduced leave so they do not disrupt business operations.

Intermittent leave for pregnancy

Employees may also use FMLA intermittent leave for pregnancy-related reasons such as:

• 产前医疗任命
• 由于孕吐而无能为力
• Medically-required bed rest on healthcare provider orders

同样，FMLA允许员工使用间歇性假期来诞生孩子，寄养儿童或收养。由于这些原因，员工只能在雇主批准的情况下使用间歇假。员工必须在孩子出生或安置后的12个月内使用间歇性休假。

Employer responsibilities for FMLA intermittent leave

间歇性FMLA指南为雇主设定了特定的法规。在间歇性的FMLA下，您可以：

• Temporarily move an employee to an alternative position with equivalent pay and benefits when the employee uses leave
• 请求您的员工的医疗证明，以支持五天内休假的原因。员工有15 calendar days出示医疗证明
• Ask an employee to obtain a second or third medical opinion if you have reason to believe the original medical certification is invalid. If you ask your employee to get a second or third opinion, you must pay for the opinion at your own expense
• 如果您有关于所有员工的健身合资政策，请让员工在返回工作后签署健身认证。证书应来自员工的医疗提供者

间歇性休假的国家政策

您可能与paid family leave. The following states have PFL laws:

• California
• 科罗拉多州（即将推出）
• Connecticut
• D.C.
• Massachusetts
• 新泽西州
• 纽约
• 俄勒冈州（即将推出）
• 罗德岛
• Washington

In most cases, the employees pay for the PFL program through taxes deducted from their paychecks. However, employers may also need to contribute to a portion of the tax. Typically, employees must notify you of the need for PFL and apply directly with the state for paid leave.

Some states with PFL allow employees to combine medical and family leave for longer periods (e.g., Washington state). For example, an employee in Washington can use 12 weeks for medical或者家庭休假。在索赔年度，雇员最多可以使用多达16周的家庭和病假进行一项以上的合格活动。由于与怀孕有关的原因，员工还可以使用多达18周的PFL组合，例如床休息或孩子的分娩。

如果您的州不需要PFL，但有自己的无薪家庭假法（例如佛蒙特州），请遵守该州关于间歇假的法律。

Keep in mind that employees who are not eligible for state PFL may still qualify for FMLA.

Check your state’s laws regarding intermittent leave for more information.

Tracking time off for your employees shouldn’t take longer than the time it takes for them to return to work. Patriot’sonline payroll和time and attendance附加组合共同努力，以节省您的时间和金钱，以便您可以重返业务。尝试免费30天！

This is not intended as legal advice; for more information, please点击这里。