Certified Leave Management Specialist (CLMS) Certification Practice Test

Can an employer follow company-approved performance management processes if an employee has already communicated their need for medical leave?

1. Yes

2. No

3. Only if it's pre-approved

4. Depends on the company's policy

The correct answer is: Yes

Employers can indeed follow company-approved performance management processes even when an employee has communicated their need for medical leave. This is because the need for medical leave does not automatically exempt an employee from performance management processes, as long as those processes are applied consistently and fairly. Employers have the responsibility to manage employee performance, which includes assessing and guiding employees on their work responsibilities. It's important to note that while an employee is on medical leave, they should not be subject to performance evaluations or disciplinary actions that are not relevant to their performance prior to taking leave. However, if performance issues arise before the leave is requested, an employer can document and address these issues according to their approved processes. These actions must comply with the relevant laws and regulations, ensuring that employees' rights are protected, especially those related to medical leave protections. Understanding the framework of employment law and company policy is crucial in differentiating between performance management and the rights of employees on medical leave. Organizations are encouraged to retain thorough documentation and provide transparency in their policies to avoid potential disputes or misunderstandings regarding performance evaluations during an employee's medical leave status.