Q. How much notice should an employee give an employer before taking
A. It depends on whether the leave is foreseeable or not. The provide that, when an employee’s need for leave is foreseeable based on a birth, adoption or planned medical treatment for a serious health condition, the employee must provide at least 30 days’ notice of his or her intention to take leave.
If providing 30 days’ notice isn’t possible, the employee must provide notice to the employer “as soon as practicable” under the facts and circumstances of each case.
Notice of a foreseeable leave is generally found practicable if it is provided either on the day the employee became aware of the need for leave or the next business day.
The “as soon as practicable” standard also applies when an employee’s need for leave is unforeseeable. Notice of unforeseeable leave is found practicable if it is provided within the time prescribed by the employer’s usual and customary notice requirements applicable to such leave.
Keep in mind that specific notice provisions apply when dealing with military service members and their families.
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/10953/how-much-advance-notice-can-we-demand-when-an-employee-wants-to-take-fmla-leave "
- It's not just doctor's FMLA call anymore: Court allows worker's say on health condition
- Suggestion box winners: Beer, bikinis … and then maybe a nap
- Manage absences by asking employees why they're out
- Employers get clarification on family leave tax
- Avoid snap decision on whether illness would qualify under FMLA