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- Fact Sheet #28E: Requesting Leave under the Family and . . .
In general, when an employee knows about the need for the leave in advance, he or she must give at least 30 days advance notice if it is possible and practical to do so For example, if an employee is scheduled for surgery in two months, the need for leave is foreseeable and he or she should give at least 30 days advance notice
- Employer Obligations after FMLA Leave is Exhausted
When employers are posed with difficult workplace decisions of extended employee leave, they should consider each situation on a case-by-case basis The EEOC does not favor blanket policies, such as policies where a company prohibits all extended leaves of absence beyond FMLA allowance
- FMLA Return to Work Guidelines: A Complete Guide
The Family and Medical Leave Act entitles employees to return to work at the end of the leave period, with a few exceptions In most cases, they must be reinstated in the same role or an equivalent position with the same pay and benefits
- Request to Adjust Extra Leaves or Additional Leaves
I am writing to discuss a potential adjustment to my work schedule following my recent extended absence Due to unforeseen circumstances, I was unable to return to work as planned, resulting in an additional four days of absence beyond my approved leave period
- What Should Employers Do When Workers Exhaust FMLA Leave? - SHRM
When employees exhaust their leave under the Family and Medical Leave Act (FMLA), they may want to return to work or take additional leave Here are some tips to help employers manage the
- FMLA: FREQUENTLY ASKED QUESTIONS (FAQ) 1 2009
Typically the employee and the unit initiate the leave process The employee must submit the appropriate leave application to their supervisor for approval Supporting documentation varies by the type of leave Is the Unit responsible for tracking leave or does Central HR do this?
- elaws - Family and Medical Leave Act Advisor - DOL
On return from FMLA leave, an employee is entitled to be returned to the same position the employee held when leave commenced, or to an equivalent position with equivalent benefits, pay and other terms and conditions of employment
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