HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 7, 2006 Leave Administration Challenges under FMLA Sample comprised of 437 randomly selected HR professionals. Analyzing 437 responses of s sent, s were received (response rate = 17%). Survey fielded November 7 – November 13, 2006; presentation generated on November 14, Margin of error is +/- 5%. Note: The number of respondents to each question is indicated by “n” in figures.

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 7, 2006 In the past 12 months, has your organization experienced challenges in administering/granting leave under the Family and Medical Leave Act (FMLA) for employees' serious health condition? n = 437

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 7, 2006 In the past 12 months, has your organization experienced challenges in administering/granting leave under the Family and Medical Leave Act (FMLA) for employees' serious health condition? ChoiceCountPercentage Answered No21549% Yes22251%

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 7, 2006 Which of the following serious health conditions did your organization experience challenges in administering/granting leave under FMLA? n = 222 Note: Percentage may not total 100% due to rounding.

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 7, 2006 Which of the following serious health conditions did your organization experience challenges in administering/granting leave under FMLA? ChoiceCountPercentage Answered Catastrophic event of the employee(s) (serious accident, serious injury, and/or life-threatening disease) 105% Chronic condition of the employee (s) (on-going injury, on-going illness, and/or non-life threatening condition) 13360% Both7936%

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 7, 2006 What specific challenge(s) has your organization encountered due to employees taking FMLA leave as a result of a catastrophic event (serious accident, serious injury, and/or life-threatening disease)? Note: Percentage does not total 100% as multiple responses were allowed. n = 89

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 7, 2006 What specific challenge has your organization encountered due to employees taking FMLA leave as a result of a catastrophic event (serious accident, serious injury, and/or life-threatening disease)? ChoicePercent of Cases Labor costs associated with absence of employee(s) (e.g. hiring temporary workers or having other employees work) 63% Costs associated with a loss of productivity due to the absence of employee(s) 61% Tracking of intermittent leave (small segments of leave)60% Morale problems with employees asked to cover for absent employee(s) and/or other employees who are impacted 56% Vague documentation of medical leave certification by health care professional 56% Cost associated with compliance and leave tracking38% Unsure about the legitimacy of leave requests34% Chronic abuse of intermittent leave (small segments of leave) by employee(s)34% Scheduling of the leave request26% DOL regulations, guidance, and opinion letters contradictory and confusing24% Leave taken for illness or ailment that does not qualify as a serious health condition 24% Other:7%

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 7, 2006 Other challenges organizations encountered due to employees taking FMLA as a result of a catastrophic event. Unreturned requests Multiple locations, not knowing employee is on leave FMLA not long enough for employee's needs Employees' unwillingness to apply Difficulty getting health care professionals to return medical leave certification in a timely manner. As an organization we have not tracked this well.

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 7, 2006 What specific challenge has your organization encountered due to employees taking FMLA leave as a result of a chronic condition (on-going injury, on-going illness, and/or non-life threatening condition)? Note: Percentage does not total 100% as multiple responses were allowed. n = 212

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 7, 2006 What specific challenge has your organization encountered due to employees taking FMLA leave as a result of a chronic condition (on-going injury, on-going illness, and/or non-life threatening condition)? ChoicePercent of Cases Tracking of intermittent leave (small segments of leave)73% Chronic abuse of intermittent leave (small segments of leave) by employee(s)67% Morale problems with employees asked to cover for absent employee(s) and/or other employees who are impacted 63% Costs associated with a loss of productivity due to the absence of employee(s) 60% Vague documentation of medical leave certification by health care professional 57% Unsure about the legitimacy of leave requests57% Labor costs associated with absence of employee(s) (e.g. hiring temporary workers or having other employees work) 54% Cost associated with compliance and leave tracking42% Scheduling of the leave request35% Leave taken for illness or ailment that does not qualify as a serious health condition 34% DOL regulations, guidance, and opinion letters contradictory and confusing26% Other5%

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 7, 2006 Other challenges organizations encountered due to employees taking FMLA as a result of a chronic condition. Having to reschedule patients due to the employee being off which impacts customer service. We currently outsource to MetLife which is a hassle in and of itself! We are a leasing company therefore it has been challenging to know when an employee has been out and in getting the documentation back from the employee To pay or not to pay salaried individuals while they are on leave of absence. Multiple locations, not knowing employee is on leave Health care professionals not understanding the law or implications of vague or illegible documentation to the employee Health care worker shortage. Employees' unwillingness to apply Difficulty getting health care provider to return the medical certification in a timely manner Determining if we should keep the employee if out more than the allowed 12 weeks. Abuse by employee to get time off for hunting/ vacation etc and no way to reign in