FMLA Employee Checklist - Lincoln Financial Group

Inform the Leaves Coordinator of your intent to apply any unearned Paid Time Off (PTO)
toward your leave time. The Leaves Coordinator will update HRDirect and Payroll during
an approved leave.
Note: Keep in mind that your earned, unused PTO must be used first and will be applied
toward your leave time. However, if your FMLA leave is for adoption or paternity, PTO will
be applied after your adoption or paternity leave time (up to three weeks at regular pay)
has been applied.
Call your supervisor to advise him or her that your FMLA leave has been approved.
FMLA Denied
If your FMLA leave is denied, contact your supervisor and HR Representative about
returning to work.
Extension of FMLA Leave
Contact Reed Group at 800-680-4652 as soon as you know you need more leave time.
At the same time, you must also notify your supervisor that you are applying for extension
of FMLA leave. Contact the Reed Group is not a substitute for notifying your supervisor.
Reed Group will notify you and your supervisor if the extension of FMLA is approved, and
a new expected return to work date will be given.
Intermittent FMLA Leave
If you are approved for intermittent leave, Reed Group will approve intermittent leave for a
specific period of time.
Inform Reed Group of each intermittent leave usage no later than 2 days after you have
taken the leave and specify the amount of leave time taken. Reed Group will send official
notice to your manager via e-mail of the leave time taken.
Separate and apart from your obligation to notify the Reed Group, if you have advanced
notice of an absence covered under your intermittent FMLA approval, you have an
obligation to provide your manager with as much advanced notice as possible. If you do
not have advanced notice of an absence, you must notify your manager prior to missing
any working time, unless you are physically unable to do so. (For example, you must
notify your manager prior to the start of your working hours if you will be absent from or
late to work and/or prior to leaving work if your condition requires you to leave work
early.) It is permissible under FMLA for your Manager to ask the reason for your FMLArelated
absence.
You must enter the FMLA leave time taken as PTO in the time system. If you have no
earned PTO remaining, contact the Leaves Coordinator (leavescoordinator@lfg.com) for
assistance with coding.
For LFG internal use only.
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