1. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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)? 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 n = 291

3. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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)? ChoiceCountPercentage Answered Yes, my organization increased amount of paid leave offered 62% Yes, my organization decreased amount of paid leave offered 41% No, my organization has not made any changes to its paid leave 27394% Other62%

4. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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? TopicPositive effectNegative effectNo noticeable effect Employee Morale problems8%21%71% Loss of productivity3%25%72% Increase in early departures2%17%81% Increase in tardiness2%15%83%

7. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 How does your organization notify employees that their leave request has been designated as FMLA leave? ChoiceCountPercentage Answered Send the employee a letter and the certification form together12844% Send a letter designating leave via mail to employee’s current address 7827% Send a certification form that designates leave as FMLA6121% Notify employee in person166% Notify employee via email31% Other31%

9. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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. n = 204

11. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 What reasons have your employees provided as to their failure to notify your organization promptly that they are taking FMLA leave? ChoicePercent of Cases Employees do not understand FMLA leave or the need to notify the organization 78% Unable to notify organization due to incapacity (e.g., unforeseen illness, accident) 35% The organization’s policy did not state that advanced notice was required 4% Supervisor did not notify HR or the appropriate office/person 4% Other6% Note: Excludes respondents (25%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.

12. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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. n = 203

14. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 What are the reasons that your organization requests an employee to resubmit a medical certification before determining entitlement to FMLA leave? ChoicePercent of Cases Incomplete information regarding their qualified FMLA leave request 65% Vague information even though form may be complete64% Unsure initial information satisfies as qualified leave46% Other6% Note: Excludes respondents (19%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed.

15. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 What specific challenges has your organization encountered by having your organization’s health care provider contact the employee’s health care provider directly? Note: Excludes respondents (58%) who answered “Not applicable”. Percentages do not total 100% as multiple response were allowed. n = 92

17. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 What specific challenges has your organization encountered by having your organization’s health care provider contact the employee’s health care provider directly? ChoicePercent of Cases Difficulty in obtaining factual support for the employee’s condition 64% Delay in the certification process61% Increase in financial costs due to costs associated with hiring a health care provider 8% Other11%

18. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 To what extent do you agree or disagree to the following statement? Note: Percentages may not total 100% due to rounding. n = 289

20. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 To what extent do you agree or disagree to the following statement? Note: Percentages may not total 100% due to rounding. n = 288

21. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 To what extent do you agree or disagree to the following statement? Note: Percentages may not total 100% due to rounding. n = 288

22. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 To what extent do you agree or disagree to the following statement? n = 287

23. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 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. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 Has your organization’s perfect attendance award program changed as a result of FMLA? ChoiceCountPercentage Answered We have modified our perfect attendance program because of FMLA 3782% We have eliminated our perfect attendance program because of FMLA 818%

25. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 Which of the following best describes your organization? n = 289

26. HR: Leading People, Leading Organizations © 2007 SHRM SHRM Weekly Online Survey: January 9, 2007 Which of the following best describes your organization? ChoiceCountPercentage Answered Privately owned for profit13246% Publicly owned for profit7225% Nonprofit organization5619% Government sector2910%