FMLA allows employees to balance their work and family lives by taking reasonable unpaid leave for certain family and medical reasons. The FMLA seeks to accomplish this in a manner that accommodates the legitimate interests of employers, minimizes the potential for employment discrimination on the basis of gender, while promoting equal employment opportunity for men and women.
As an employee requesting family leave, you are expected to provide your supervisor with appropriate notification and documentation.
To be entitled to leave, employees must give at least a 30-day advance notice for foreseeable leave, or as much notice as is possible and practicable. An employee must first obtain a Family & Medical Leave request form. For unforeseeable leave, you must provide notice as soon as possible. Your supervisor or department head will provide you with written notice regarding the approval or denial of your request for family leave.
Your institution may require documentation of the need for leave by having the health care provider complete the Form WH-380-E - Certification of Health Care Provider for Employee’s Serious Health Condition. An employee must provide the requested certification to his/her employer within the time frame requested (the institution must allow at least 15 calendar days after its request), unless it is not practicable to do so despite the employee’s diligent, good-faith efforts.
Medical recertification may be required every 30 days for prolonged illnesses. Please get the Form WH-380-E - Certification of Health Care Provider for Employee’s Serious Health Condition.
For a personal serious health condition, you may be required to present a fitness-for-duty clearance from your health care provider before being reinstated to active duty. Please get the Medical Evaluation (Return to Work) form.
You must make arrangements to pay your health insurance premiums. Please contact the benefits department at your institution to make these arrangements.
You must notify your employer of any change of circumstances for which your leave is being taken.
You are expected to return to work by the end of the approved FMLA leave. If you do not return, and if failure to return is not due to a continued or newly documented qualifying serious health condition, you may be required to reimburse the institution for the employer portion of the health coverage premiums that it paid on your behalf during the leave.
Once you have reviewed your responsibilities, please consult your supervisor or department head if you have further questions. Please review your FMLA rights and benefits.