The Essential Guide to Family & Medical Leave

392 | the essential guide to family and medical leave
P Managers’
Checklist
Giving Notice and Designating Leave, continued
o Where I have learned information during an employee’s leave that leads me
to believe it falls under the FMLA, I have given the employee a written FMLA
designation.
o I have informed any employee requesting FMLA leave that
o he or she may use paid leave during FMLA leave (where appropriate) and
informed the employee that the leave time will reduce available FMLA leave
time, or
o Company policy requires that paid leave be substituted and informed the
employee that the leave time will reduce available FMLA leave time.
o I have designated workers’ compensation leave as FMLA leave, where the
workplace injury is a serious health condition under the FMLA.
o When the employee requests leave for an unforeseeable, FMLA-covered reason,
I have granted the leave and designated it as FMLA leave even though the
employee did not give 30-days’ notice.
o I have made sure not to require more employee notice for FMLA leave than is
required by state law.
o I have made sure not to require more employee notice for FMLA leave than is
required by a collective bargaining agreement covering the requesting employee.
o I have given the employee going out on FMLA leave an individualized notice
with FMLA information specific to his or her situation.
o I have given additional notices to the employee on leave when
o an employee has requested FMLA leave six months or more after his or her
first request for leave
o the information I initially gave the employee in the individualized notice has
changed, or
o the company requires a medical certification or fitness-for-duty
certification prior to the employee returning to work..