Q. We have an employee who just told us she needs leave to care for her son, who is in the hospital. What are our time restraints in responding to the request?
A. You must notify the employee in writing whether the leave will be considered -qualifying within five business days from the time she provided you with all the information you need to make such determination, absent extenuating circumstances.
If the employee told you how much leave she needs, then the designation notice must also state how many hours, days or weeks will be counted against the employee’s . If the employee doesn’t know how much leave she needs, she can ask you to tell her once every 30 days how much time has been counted against her FMLA entitlement.
If your company has a policy requiring employees to substitute any available paid leave for unpaid FMLA leave, the notice must also explain that policy. You must also let the employee know if you conclude she isn’t eligible for FMLA leave and when her entitlement has been exhausted.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/10952/what-are-our-notice-requirements-for-responding-to-an-employees-fmla-request "