FMLA (Family Medical Leave Act)
The Family and Medical Leave Act of 1993 (FMLA) is a United States federal law requiring covered employers to provide eligible employees job-protected and unpaid leave for qualified medical and family reasons.
Eligible employees taking leave for a serious health condition may be protected by the Family Medical Leave Act (FMLA). Because it is the employer's responsibility to consider leave circumstances and determine/designate FMLA, employees may also be requested to provide supplemental medical certification. Employees cannot waive their rights once an employer deems the event FMLA.
Request Leave & Provide Supporting Medical Certification
- If the request is for the employee's serious health condition and the employee intends to submit a disability claim, the disability claim form can be used by both the disability provider and the employer. medical certification should provide the medical provider the Short-Term Disability Medical Certification/Claim Form . There are three sections on this form, one for the employee, one for the employer and one for the medical provider. The employee should fill out their section before giving to the medical provider. A fillable version of this form is available here. If you prefer to submit your claim online, you can do so here, but you may also be requested to provide a copy of the medical certification portion of the form to administration.
- If the event is for the employee's serious health condition and the employee does not intend to submit a disability claim, they should provide the medical provider the Certification of Health Care Provider for Employee's Serious Health Condition and the Medical Release Form.
- If the event is for the employee's qualified family member's serious health condition, the employee should provide the medical provider the Certification of Health Care Provider for Family Member's Serious Health Condition and the Medical Release Form.
Regardless of the certification form filled out, the provider should return the completed form directly to Admin at 651/322-2334 (fax) or the HR Coordinator's direct email address. Upon receipt of the completed certification, admin will make the FMLA determination.
-
The FMLA Designation Notice will be provided to the employee and the Scheduling Supervisor.
-
The Short-term Disability Medical Certification/Claim Form will be completed and submitted to the carrier on the employee's behalf.
At this point, the employee should keep both the HR Coordinator and the Scheduling Supervisor apprised of any date changes. The HR Coordinator will work with the employee to determine benefit deductions and timecard completion.
Prior to return to duty, employees may be asked to obtain a Fit for Duty from their care provider. If this is requested but not received prior to the return to work, the supervisor will have no choice other than to send the employee home pending receipt of the document. This is for the employee's safety and the safety of the people the employee serves.