Managing intermittent FMLA leave while minimizing fraud and abuse is challenging. J.L. Nick & Associates offer ten tips for making the process as smooth as possible: Require medical certification Make sure certification is sufficient Contact the physician for verification Encourage the employee to work with you in scheduling Relocate to a position where absences are less disruptive (if applicable) Look for obvious abuse patterns Arm your first-line supervisors with a list of questions to ask. . .