What is a supervisors role in notifying Human Resources about an employees need for leave?
Supervisors should contact Human Resources as soon as possible when they are aware that an employee is: ♦ Needing to take leave related to a medical condition for themselves or a family member (generally when the absence has or will exceed more than 10 work days) or ♦ Has had a significant number of off-and-on absences related to a medical condition for themselves or a family member Return to Questions 17. How is FMLA time tracked? If FMLA eligible, use of accrued leave applies toward the 12-week or 480-hour leave entitlement allowed in a 12-month period. This means available accrued leave used is not in addition to the FMLA entitlement. If FMLA eligible, absences related to a workers’ comp injury apply toward the 12-week or 480 hour leave entitlement allowed in a 12-month period, whether employees are receiving time loss payments, using accrued leave or unpaid leave. Any time taken due to a workers’ comp injury is not in addition to the FMLA leave entitlement. Full time leave is track
Related Questions
- I am a Faculty Dean/Chair/Manager/Supervisor and the employee/faculty member has been on sick leave and will most likely be on sick leave for 10 days or more. What steps do I take next?
- Can the step notifying the supervisor that the meeting with the employee is complete and that the employee should now write comments be omitted?
- What is a supervisors role in notifying Human Resources about an employees need for leave?
