What is the FMLA and how does it work?
The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.
Who is eligible for FMLA?
The FMLA applies to all employees of the University of Minnesota who meet the eligibility requirements. For employees covered by collective bargaining, if the information on this web page differs from the agreement for their bargaining unit, the bargaining agreement governs. An employee is eligible for FMLA when both of these conditions are met:
What is the FMLA benefit year for the University of Minnesota?
The University of Minnesota defines its FMLA benefit year the same as the University’s fiscal year (July 1–June 30). Employees do not have to take all their FMLA leave at once. They can take it intermittently or as part of a reduced work schedule if medically necessary.
When does an employer have to notify an employee of FMLA leave?
Under the regulations, an employer must notify an employee whether leave will be designated as FMLA leave within five business days of learning that the leave is being taken for a FMLA-qualifying reason, absent extenuating circumstances.
What are the FMLA leave entitlements for military family members?
The FMLA also provides certain military family leave entitlements. Eligible employees may take FMLA leave for specified reasons related to certain military deployments of their family members. Additionally, they may take up to 26 weeks of FMLA leave in a single 12-month period to care for a covered servicemember with a serious injury or illness.
What happens if an employee does not provide FMLA certification?
If an employee fails to timely submit a properly requested medical certification (absent sufficient explanation of the delay), FMLA protection for the leave may be delayed or denied. If the employee never provides a medical certification, then the leave is not FMLA leave.
How do you calculate FMLA leave entitlement?
employee would have worked during the week the employee takes FMLA leave, the employer may use a weekly average to calculate the employee’s FMLA leave entitlement. The weekly average is determined by the hours scheduled over the 12 months prior to the beginning of the leave and includes any hours for which the employee took any type of leave.
Can you get FMLA+ and paid sick leave at the same time?
This also means that an individual can qualify for both FMLA+ and Paid Sick Leave at the same time. If there is a 1) qualified employer, 2) eligible employee, and 3) a qualifying reason for leave, the amount of leave and pay (if any) varies by type of leave as follows:
Who is eligible for FMLA leave?
There are three requirements for an individual to be eligible for leave under FMLA, FMLA +, or Paid Sick Leave: For purposes of FMLA, a covered employer is an employer with 50 or more employees. For FMLA + and Paid Sick Leave, a covered employer is an employer with fewer than 500 employees.
How do I request FMLA leave?
How Do I Request FMLA Leave? To take FMLA leave, you must provide your employer with appropriate notice. If you know in advance that you will need FMLA leave (for example, if you are planning to have surgery or you are pregnant), you must give your employer at least 30 days advance notice. If you learn of your need for leave less than 30 days in
What are the responsibilities of an FMLA supervisor?
Supervisor Responsibilities 1 Recognizing an FMLA-qualifying event 2 Notifying the department administrator or human resources representative of an employee’s absence for an FMLA-qualifying event 3 Keeping accurate records of FMLA usage 4 Providing an appropriate placement when the employee returns to work