Short answer
Do not accuse abuse without process; route concerns through HR and objective documentation.
Employee Leave Abuse Wording: What to Avoid
Avoid risky language when discussing suspected leave abuse or inconsistent leave patterns.
Why wording matters
Accusatory leave abuse wording can create interference or retaliation risk.
Bad example
We think you are abusing FMLA again.
Safer rewrite
We need to review attendance records and coordinate with HR on the appropriate leave administration process.
ADA · FMLA · EEOC Aligned Guidance
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