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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 4: Issuing the Company Response

Once the employee has received notification of their eligibility (or your request for additional information), the Company Response (Designation) form can be used to designate the leave as FMLA-qualifying and inform them how you will be administering leave based on their anticipated schedule.

If additional information is still needed to determine whether the FMLA leave request can be approved:

If you believe the certification the employee has provided is not complete and sufficient to determine whether the FMLA applies to your leave request. Utilize the Company Response (Designation) form to inform the employee that you are exercising your right to obtain additional information.

If you believe the leave request is not FMLA-qualifying or that the employee has exhausted their leave entitlement:

Simply use the Designation form to provide the employee with notice that they have not been approved. It is recommended that you check other federal, state and local leave laws, company-provided benefits and policies to determine eligibility, and administer or deny accordingly. When the employee is informed, you have completed your FMLA Action Plan.

If you don’t need additional information:

Designate leave as FMLA-qualifying and provide employee the Company Response (Designation) form and begin monitoring leave.

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