Family Medical Leave Act (FMLA) Guidelines
As a supervisor, you will need to notify Human Resources if you think an employee may be eligible for FMLA and may have a FMLA qualifying event. With the implementation of eTimesheets, HR will need this information as soon as possible to make adjustments to the employee’s assignment so that he/she can accurately record leave on their timesheet.
- Employee has been employee at least 12 months.
- Employee has worked at least 1250 hours in the 12 months preceding the request.
FMLA Qualifying Events
- Birth/Adoption/Foster Care placement of a child and to care for the child.
- Caring for a spouse, parent or child who has a serious health condition.
- Employee’s own serious health condition that make the employee unable to perform the functions of his/her position.
- 12 weeks (480 hours) of unpaid leave.
- Sick leave may be contractually required, depending on the qualifying event.
- Employee may elect to use paid leave in certain situations.
- Employee cannot be disciplined for using FMLA qualifying leave.
- Employee is guaranteed same position upon return from leave.
FMLA Quick Tips for Supervisors
- Anytime an employee is absent for more than 3 consecutive days, contact Human Resources as FMLA may be applicable.
- Anytime an employee makes you aware of an illness of their own or a family member contact Human Resources as FMLA may be applicable.
- If an employee is absent from work on an intermittent basis for the same condition contact Human Resources as FMLA may be applicable.
- FMLA is not optional and is not at the employee’s discretion.
- Sick leave will need to be utilized in all cases, with the exception of birth of a child.
For more information on FMLA, please refer to the Minnesota Management and Budget website (PDF).