THE LAW. Eligible employees who want to take leave covered under theAct (Act) must give you 30-days' advance notice when the need is foreseeable, such as when pregnant employees anticipate time off for childbirth. When leave isn't foreseeable, employees need to inform you "as soon as practicable" given their circumstances. That typically means verbal notification within about two days.
To give proper notice, employees must explain that family or medical leave is needed. But they don't need to mention the words, "," as long as they provide enough information so you can decide whether their leave qualifies under the law. In short, as long as your organization is alerted about their need for leave, the burden is on you to draw a preliminary conclusion about whether the leave falls under the FMLA.
Once you receive notice, you must take steps to inform the employee about his or her
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- No additional leave required after FMLA ends
- Flexible schedules bill runs into inflexible congressional calendar
- Employers must notify employees of their FMLA rights
- 'Tis the season for charity, but beware violating 'No solicitation' policy