Employers always seem to struggle with how to identify and handle suspected fraud when dealing with intermittent leave requests. While these matters can be daunting, employers can proactively take steps to help address suspected fraud before taking action.
Resources
@Work Magazine
Absence Matters
Intermittent Leave and Fraud Detection
By Brice Caswell, Director, Product Compliance and Statutory Administration, Sedwick; David Setzkorn, MBA, CSPO, CPCU, Senior Vice President, Workforce Absence and Disability Practice Leader, Sedgwick
Related Resources & Articles
Navigating Minnesota’s 2026 Paid Family and Medical Leave Rollout
Now that the Minnesota paid family and medical leave program is in effect, what lessons can employers learn from this...
Avoid the Costly and Common Mistake of Overlooking Reassignment as an Accommodation
What is the best way for employers to include reassignment as an accommodation?...
Can Employees Take a Holiday from a Leave of Absence?
Workplace accommodation and leave management professionals, who struggle with the question of how to handle (or count) a holiday that...
DMEC News
Stay informed and inspired with the latest from DMEC—explore a new microcredential on pregnancy rights and accommodations, register for the...
Costly Lessons from PWFA Noncompliance
It is important for employers to ensure compliance with the PWFA to avoid lawsuits and, on a more basic level,...
How Do Employers Turn AI into a Workforce Empowerment Strategy?
Ensuring your employees know which artificial intelligence tools, functionalities, and vendors are approved or appropriate to use in their daily...
Become
a Member
Connect with new colleagues, expand your knowledge, and experience more benefits of membership.
Not Sure If Your Organization Is A Member?
Add your company affiliation and verify your DMEC membership status.
