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Family unit Medical Leave Act FMLA PowerPoint Presentation

Family Medical Leave Deed FMLA

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Family Medical Leave Act FMLA

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1. Family Medical Leave ActFMLA What does it mean to me as a Supervisor?

2. FMLA The Family Medical Leave Human activity of 1993 provided for twelve (12) weeks of job-protected unpaid go out in a twelve (12) month menses for: ane) Care for an Employee's Serious Wellness Status 2) Intendance for Serious Health Condition of a Family Member 3) Birth of a Child 4) Adoption or Foster Care Placement v) Twenty-six (26) weeks of leave may be taken to intendance for a family member who suffered a serious injury or affliction during military service 6) Twelve (12) weeks of leave may be taken to deal with exigencies related to a family unit member existence called to active duty or overseas deployment

3. FMLA may exist taken in one (1) of three (3) ways 1) Block of time – a lump of time say iii (three) weeks two) Reduced schedule – an employee works ½ days or other reduced 60 minutes days 3) Intermittent – go out taken in pocket-sized fourth dimension frames from ane (i) hour to a couple of days at a time

4. Who is eligible for FMLA? • Any employee who has worked for Ingham Canton for at least twelve (12) months and ane,250 hours is eligible for FMLA. 2) This includes full-fourth dimension, three-quarter-fourth dimension, function-time and seasonal employees 3) FMLA eligibility volition be determined by the Benefits Analyst

5. Reasons for leave • Birth of a Child/Pregnancy • Adoption or Foster Intendance Placement • Care for Employee's Serious Wellness Condition • Substance Abuse • Care for Serious Health Condition of Employee's Family unit Fellow member • Qualifying Exigency • Military Service Member Intendance

6. What does this mean to me as a Supervisor? AN EMPLOYEE DOES NOT NEED TO SAY THE WORDS FMLA OR SERIOUS Wellness Condition!! FOR YOU TO Have Activity!! • If an employee has been absent for three (3) consecutive days contact the Benefits Analyst to send out FMLA paperwork ii) Yous become enlightened of a potential serious wellness condition for an employee or an employee'due south family member a) An employee calls in because their child was injured b) They have a sick parent c) Another employee says to yous; "Did you hear Bill was in a car accident?" d) An employee tells you they demand surgery e) An employee tells you lot their parent/child is seriously ill f) An employee has deployment paperwork for spouse, child, parent or next of kin

7. What does this hateful to me as a Supervisor?Connected 3) An employee does not accept to tell yous why they demand FMLA 4) You cannot pressure an employee to tell you the reason they will exist on FMLA Once you are aware of an employee's need or request for FMLA contact the Benefits Analyst or accept the employee make the contact AN EMPLOYEE DOES Non NEED TO SAY THE WORDS FMLA OR SERIOUS HEALTH Status!! FOR You lot TO TAKE Activeness!!

8. What is the FMLA Process? Once the Benefits Analyst is aware of an employee'due south need or asking for FMLA • The Benefits Annotator will determine if the employee is eligible for FMLA a) Practise they encounter the twelve (12) month requirement b) Exercise they meet the 1,250 hours worked requirement c) Has the employee used their FMLA entitlement for the "rolling calendar" d) An employee does not need to take fourth dimension in their leave banking company to exist eligible for FMLA • If the employee does non run across the above requirements or has used their twelve (12) weeks of FMLA for the "rolling agenda" yr they will receive a alphabetic character that they do not qualify for FMLA. a) The employee may request "Special Leave" from the Department Head which is covered in the employee'southward Bargaining Unit of measurement agreement

9. What is the FMLA Procedure?Connected three) The Benefits Analyst volition transport a letter to the employee which will include a) Ingham Canton FMLA Policy b) Eligibility and Rights class c) Certification form (either for self or family fellow member) d) Instructions to the Health Care Provider e) The employee has fifteen (xv) agenda days to return the paperwork, although extensions may exist asked for by the employee. f) The Benefits Analyst will provide follow up if the deadline is not met iv) In one case the employee has completed and returned all forms the Benefits Analyst will transport a designation letter of the alphabet which volition let the employee know if their FMLA was approved or denied v) The Supervisor volition also receive notice of the employee's approval or deprival of FMLA, not the reason for FMLA

10. As the Supervisor what do I exercise now? • You accept received notice that an employee's FMLA request has been denied a) The employee may request Special Leave from their Department Head equally information technology relates to their Bargaining Unit of measurement agreement b) The Department Head may chose not to take action on this request – Be Consequent in Your Actions • You have received notice that the employee's FMLA request has been approved a) You will also receive observe equally to the type of leave 1) block of time; ii) reduced schedule; or 3) intermittent • Your timekeeper volition need to upshot a PAR for the employee. It is of import that the PAR does not state any medical information other than FMLA, otherwise nosotros are not in compliance with HIPAA regulations

11. Every bit the Supervisor what do I exercise now?Continued 4) Yous volition be required to track the amount of time an employee uses for FMLA a) You need to know if an employee has exhausted their leave b) An employee may request the amount of FMLA available to them c) Man Resources needs to know the amount of time available d) In case of suspected abuse or misuse • You will demand to contact the employee when they have two (2) weeks of leave remaining half-dozen) While on block of time get out the employee will need to provide a status upward-appointment in one case every 30 (xxx) days by calling the Benefits Analyst 7) If the employee's FMLA is for a family member'southward Serious Health Condition please refer to the appropriate Bargaining Unit of measurement agreement for the use of ill time for the care of a family unit member

12. As the Supervisor what practise I do at present? Continued 8) If the employee's FMLA is intermittent every absence will be treated as FMLA unless the employee states differently 9) If yous suspect FMLA Abuse or Misuse contact Homo Resources 10) Supervisors, Timekeepers and the Benefits Annotator will demand to piece of work together during an employee's FMLA

13. Tracking FMLA Usage • How to track FMLA usage a) If the employee is on a Block of Time get out, (surgery) their usage is very piece of cake to track. Surgery date was Monday, June 10, 2013 and they were cleared to render to work on Monday, July ane, 2013. The employee has used three (3) weeks or 120 hours of their FMLA entitlement. Should they have a need for FMLA once again before June 10, 2014 they would have nine (nine) weeks or 360 hours available. b) If the employee is on a Reduced Schedule (working ½ days) they would use twenty (xx) hours of FMLA each calendar week while on this reduced schedule

14. Tracking FMLA Usage Continued c) If the employee is on Intermittent leave the fun really begins. Any time the employee calls in, the absence is counted toward their FMLA remainder, unless the employee notifies y'all differently. • HOLIDAYS – How to count them a) If the employee is using FMLA in increments of less than one (1) calendar week the vacation will not count against the employee's FMLA entitlement unless the employee was otherwise scheduled and expected to work during the holiday. b) If the employee is on a Cake of Time leave and a holiday occurs during that time the holiday counts toward their FMLA entitlement

15. Tracking FMLA Usage Continued • OVERTIME – Does it count? a) If an employee is on intermittent or reduced schedule leave and would normally be required to piece of work overtime, this time would count confronting the employee's FMLA entitlement and demand to exist tracked b) If overtime is voluntary it would not exist counted confronting an employee's FMLA entitlement

17. Computing FMLA Usage • On Feb eight, 2014 George Clooney is approved for a new FMLA, his rolling calendar starts here. How practise yous summate how much fourth dimension he has bachelor? a) He starts over with a full 480 hours b) We just proceed with what he has left from final twelvemonth c) Nosotros calculate from today'south appointment dorsum d) I don't accept a clue

19. Calculating FMLA Usage The correct answer is C) We calculate from today'due south date back • How do we practice that? a) We beginning at the Feb 7, 2014 date and go back to Feb vii, 2013 and full the amount of FMLA used for that fourth dimension period, that total is 250 hours, so he has 230 hours available. b) George's FMLA starts on February 8, 2014 so we would add the eight(eight) hours he used on February eight, 2013 to his availability because he earned them dorsum so his bodily availability would be 238 hours. We would go along to add together hours back to his availability every bit nosotros move forward. On February ninth & 10th he would gain dorsum 8 (eight) hours for each day. c) Looking at your worksheet when would George gain hours again?

20. Computing FMLA UsageContinued • George would not gain additional fourth dimension until March 24, 2014, when he would gain four (4) hours. • I am going to brand this tracking canvas available for anyone who would like to use it.

21. Leave Without Pay (LWOP) • An employee does not demand to have an accrued leave balance to take FMLA. 2) If while on FMLA, an employee has no accrued leave time and will accept to designate days off as LWOP these days still count toward FMLA usage and need to be entered on the tracking sheet WORKERS' COMPENSATION • FMLA runs meantime with Workers' Compensation when an employee is out due to a work related injury.

22. The employee is gear up to return to worknow what? • Depending on the reason for FMLA the employee may be required to submit a fitness for duty certification to the Benefits Analyst two) The employee has the right to return to the aforementioned or equivalent position a) Equivalent position is a position that is virtually identical in terms of pay, benefits & working conditions, including perquisites and condition. It must have the aforementioned or substantially like duties, conditions, responsibilities, privileges and status. Information technology must include the same shift, location, seniority and bonus opportunities

23. The employee is ready to return to work at present what? Continued • An employee may not only show up for work a) While we would all love to accept an employee return early on, they must report any change in status. If an employee was scheduled to be out for 6 (6) weeks only their doctor releases them to return to piece of work later on four (iv) weeks, they must notify the Benefits Analyst b) The supervisor needs time to fix for the render of an employee c) Ensure that fitness for duty; if required was returned and that the employee is cleared to return to work d) Is the employee returning to piece of work with or without restrictions

24. The Employee's FMLA has run out and they are not able to return to work • Each Bargaining Unit agreement has a "Special Leaves" section 2) The Americans with Disabilities Deed (ADA) has provisions for reasonable accommodations for employee's with disabilities

25. Questions? I tin exist reached at 517-676-7336 or at jclous@ingham.org

26. Thank You!! • I hope that you lot leave here with a improve understanding of FMLA • If yous take whatsoever questions at any time call me • Remember you lot do not demand to handle FMLA on your ain

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