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 they can accurately record leave on their timesheet.

FMLA Requirements

• 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 their position.

FMLA Benefits

• 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).