FAQs for: FMLA
Questions
As a supervisor, what are my obligations and options regarding employees who can return to work, but are unable to perform all of the duties assigned to their position?
As the supervisor, when do I need to notify Human Resources that I have an employee who is going to be off for a family or medical (serious health condition) need?
Can I return to my job when my leave ends?
Can I use accrued leave while I am on Family Medical Leave?
Can an employee take intermittent or reduced hour leave for a serious health condition?
Do I accrue seniority while I am on a Family Medical Leave?
Do I have to provide a medical certification for my or my family member's serious health condition?
If I think I qualify or that one of my employees may qualify for Family Medical Leave what should I do?
Is the Family Medical Leave benefit a paid Leave?
Is the information included in the Physician's Certification form confidential?
May I use all of my accrued paid leave before I apply for Family Medical Leave?
What are the University obligations and options if I can return to work, but am unable to perform all of the duties assigned to my position?
What happens to my benefits while I am on an unpaid Family Medical Leave?
What if I do not want to apply for Family Medical Leave, but need to have time off for a reason that may qualify under the Family Medical Leave benefit?
What if I have Short Term or Long Term Disability insurance benefits?
What should I do if an employee is not cooperating in providing information to assist in administering a Family Medical Leave or when performance concerns unrelated to the leave develop?
Who do I contact if I have questions about an employee who needs to take time off for family and medical (serious health condition) needs?
Who do I contact if I need to have the paperwork sent to an employee who is going to be off for a family or medical need, or have questions about the necessary forms?
Who should I contact if I am dealing with an employee relations problem and the employee has also requested protected leave?
Why is it important to contact the Office of Human Resources if you or one of your staff members needs time off to care for a new child, a serious health condition involving the staff member, the staff members child, spouse or other covered family member, or for protections under a “qualifying exigency” as outlined by the University Family Medical Leave program?
Why is it important to let Human Resources know if employees need time off from work to take care of a new child, or deal with a serious health condition involving their child, spouse or parent, or themselves?