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The Employee Leave Request Determining Employee's Eligibility Issuing the Company Response Tracking the Employee’s Leave
The Mandatory Employee Notice Determining Employee's Eligibility Issuing the Company Response Tracking the Employee’s Leave
The Mandatory Employee Notice The Employee Leave Request Issuing the Company Response Tracking the Employee’s Leave
The Mandatory Employee Notice The Employee Leave Request Determining Employee's Eligibility Tracking the Employee’s Leave
The Mandatory Employee Notice The Employee Leave Request Determining Employee's Eligibility Issuing the Company Response

STEP 1: Issuing a Mandatory Employee Notice

If the Family & Medical Leave Act (FMLA) applies to your business (Unsure? Review the FMLA Basics section), you’ll need to distribute mandatory information about the Family & Medical Leave Act to all employees and new hires.

Why It's Required

The mandatory employee notice / FMLA policy helps your company meet the FMLA’s requirements of informing employees of their rights and responsibilities under the act. The notice includes information such as leave entitlement, eligibility requirements, substitution of paid leave, employee and employer responsibilities, etc.

You are required to provide this notice to employees by either including the notice in your employee handbooks or by giving a copy of the notice to all new hires. You should also provide this notice to your employees when they request leave that may be FMLA-qualifying. If your workforce is comprised of a significant portion of workers who are not literate in English, you must provide this notice in a language that your employees can understand. This notice requirement is in addition to FMLA posting requirements.

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Do’s & Dont's

DO make sure to provide the Mandatory Employee Notice / FMLA Policy to all new hires.

DON’T forget to include information on FMLA rights and responsibilities in your employee handbook.

DO treat all documents relating to certifications, recertifications, or medical histories of employees or employees’ family members, created for purposes of FMLA, as confidential medical records, separate from employee’s personnel files.

DON’T interfere with, deny, or otherwise restrict an employee’s exercise of or attempts to exercise rights provided under the FMLA.

DO post the official FMLA poster in locations accessible to both applicants and employees.

DON’T let FMLA questions go unanswered. Make sure to responsively answer questions from employees concerning their rights and responsibilities under the FMLA.

DO consider the application of other federal, state and local laws, as well as Company-provided benefits, when reviewing FMLA requests. When laws and/or policies conflict, apply the provisions that are most beneficial to the employee.