FMLA Employee Checklist - Lincoln Financial Group

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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. 2
Return to Work Notify your supervisor and Reed Group, 3 to 5 days before your FMLA end date, of your intent to return to work on the specified date. In order to begin regular pay following your return to work from FMLA, you must complete the Return to Work form and send it to the Leaves Coordinator. If the form is received after the payroll cutoff date, you may receive the appropriate pay on the following payday. Failure to complete this form will cause your pay to be stopped at the end of the certified FMLA period. If you are returning to work earlier than your authorized return date, contact your supervisor and the Reed Group of your early return date at 800-680-4652. If you are on STD and return to work earlier than the authorized date, contact Group Protection at 800-680-4652 to inform them of the date of release and ensure that they receive the physician’s release slip with the new date of release date. If there is no physician’s release slip, your supervisor may send you home and ask you to obtain a work release from your physician. For LFG internal use only. 3
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FMLA Employee Checklist - Lincoln Financial Group

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