HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 Leave Administration Challenges under FMLA2 Sample comprised of 431 randomly selected HR professionals. Analyzing 431 responses of s sent, s were received (response rate = 17%). Survey fielded November 15 – November 21, 2006; presentation generated on November 22, Margin of error is +/- 5%.

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 In the last 12 months, has your organization experienced challenge(s) in administering/granting leave under the Family and Medical Leave Act (FMLA) for the birth or adoption of a child? n = 430

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 In the last 12 months, has your organization experienced challenge(s) in administering/granting leave under the Family and Medical Leave Act (FMLA) for the birth or adoption of a child? ChoiceCountPercentage Answered No30571% Yes12629%

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 What specific challenge(s) has your organization encountered due to employees taking FMLA leave as a result of birth or adoption of a child? Note: Percentage does not total 100% as multiple responses were allowed. n = 120

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 What specific challenge(s) has your organization encountered due to employees taking FMLA leave as a result of birth or adoption of a child? ChoicePercent of Cases Costs associated with a loss of productivity due to the absence of employee(s) 58% Labor costs associated with absence of employee(s) (e.g. hiring temporary workers or having other employees work) 56% Cost associated with compliance and leave tracking48% Morale problems with employees asked to cover for absent employee(s) and/or other employees who are impacted 43% Scheduling of the leave request35% DOL regulations, guidance, and opinion letters contradictory and confusing 30% Tracking of intermittent leave (small segments of leave)8% Cost associated with continuation of paid benefits3% Other5%

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 Other challenge(s) organizations encountered due to employees taking FMLA leave as a result of birth or adoption of a child? How our company handles paid leave Physician's charge for completing WH380 form. Receiving documentation from employee and leadership. Employee deciding not to return from leave at end of leave time Dr.'s increasingly ordering bed rest prior to birth leaves little FMLA for after childbirth Unmarried couples requesting leave, amount of time. Ensuring compliance with State law as well

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 In the last 12 months, has your organization experienced challenges in administering/granting leave under the FMLA for the care of a child, spouse or parent who has a serious health condition? n = 425

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 In the last 12 months, has your organization experienced challenges in administering/granting leave under the FMLA for the care of a child, spouse or parent who has a serious health condition? ChoiceCountPercentage Answered No23856% Yes18744%

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 Which of the following serious health conditions did your organization experience challenges in administering/granting leave under FMLA? n = 186 Note: Percentage may not total 100% due to rounding.

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 Which of the following serious health conditions did your organization experience challenges in administering/granting leave under FMLA? ChoiceCountPercentag e Answered Chronic condition (on-going injury, on-going illness, and/or non-life threatening condition) of the employee's child, spouse or parent 8747% Both7943% Catastrophic event (serious accident, serious injury, and/or life-threatening disease) of the employee's child, spouse or parent 2011%

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 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) of the employee's child, spouse or parent? Note: Percentage does not total 100% as multiple responses were allowed. n = 98

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 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) of the employee's child, spouse or parent? ChoicePercent of Cases Costs associated with a loss of productivity due to the absence of employee(s) 58% Tracking of intermittent leave (small segments of leave)57% Vague documentation of medical leave certification by health care professional 54% Labor costs associated with absence of employee(s) (e.g. hiring temporary workers or having other employees work) 49% Morale problems with employees asked to cover for absent employee(s) and/or other employees who are impacted 48% Unsure about the legitimacy of leave requests46% Chronic abuse of intermittent leave (small segments of leave) by employee(s)42% Cost associated with compliance and leave tracking38% Scheduling of the leave request38% Leave taken for illness or ailment that does not qualify as a serious health condition 34% DOL regulations, guidance, and opinion letters contradictory and confusing10.4% Other5.6%

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 Other challenge(s) organizations have encountered due to employees taking FMLA leave as a result of a catastrophic event (serious accident, serious injury, and/or life-threatening disease) of the employee's child, spouse or parent? Receiving documentation from employee and leadership. Physician's charge for completing WH380 form Manager resistance to following the rules Family members out of the country Employees falsifying documents Employee would not return FMLA request in a timely manner. 3 days versus follow up treatment

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 What specific challenge(s) 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) of the employee's child, spouse or parent? Note: Percentage does not total 100% as multiple responses were allowed. n = 163

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 What specific challenge(s) 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) of the employee's child, spouse or parent? ChoicePercent of Sample Tracking of intermittent leave (small segments of leave)69% Vague documentation of medical leave certification by health care professional 66% Chronic abuse of intermittent leave (small segments of leave) by employee(s)66% Unsure about the legitimacy of leave requests66% Morale problems with employees asked to cover for absent employee(s) and/or other employees who are impacted 58% Costs associated with a loss of productivity due to the absence of employee(s) 56% Cost associated with compliance and leave tracking48% Labor costs associated with absence of employee(s) (e.g. hiring temporary workers or having other employees work) 48% Scheduling of the leave request41% Leave taken for illness or ailment that does not qualify as a serious health condition 40% DOL regulations, guidance, and opinion letters contradictory and confusing34% Other7%

HR: Leading People, Leading Organizations © 2006 SHRM SHRM Weekly Online Survey: November 15, 2006 Other challenge(s) organizations 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) of the employee's child, spouse or parent? Physician's charge for completing WH380 form Receiving documentation from employee and leadership. Push-back from local medical providers who do not want to do the FMLA paperwork. Medical Health Professional known to be false or excessive. Manager resistance to following the rules Intermittent leave abuse - migraines, bowel problems Inability to get timely documentation from employee's provider. Going on FMLA, remission, reoccurrence, no notice of employee being gone for reoccurrence, insurance lapses, employee dies, no death benefits. Documentation for conditions which require home care - (for example, “Nebulizer” treatments for child with Asthma - do not need a Physician Visit, or a call to the physician, but do require parent to stay home and administer) Coordinating with California state leave laws Changing leave during leave time