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.

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 his/her 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).