What supervisors need to know FMLA What supervisors need to know

Supervisors are the liaisons with employees Federal law 12 weeks in a year ( 26 week military) Eligibility - 1250 hours in 12 months State law 16 weeks in two years Eligibility - 1000 hours in 12 months Important that you are knowledgeable about the law Enacted in 1993; expanded in 2008, 2009, 2013 Family and medical leave for yourself or family member Provides maintenance of benefits Guarantees reinstatement to the same or equivalent position

Reasons for leave Physical or mental health condition Pregnancy or prenatal care Bonding Chronic serious condition Multiple treatments Caring for a family or service member

What to do Notify HR if you are aware of a qualifying illness or the employee has been absent for 5 days ASK HR Don’t ask questions Make sure that the employee has provided medical certification when they return to work – fit for duty Serious medical condition – inpatient care, incapacity for 3 days with continued treatment by a provider, incapacity related to pregnancy or prenatal care, chronic serious condition

Two different types of FMLA Block Intermittent One single length of time up to 12-16 weeks. This length of time is dependent on whether the leave is State or Federal. Separate blocks of time for a single qualifying reason Reduced work schedule reasonable effort not to disrupt work schedule

FMLA – NO PTO (one – timesheet entry) FMLA & PTO (two – timesheet entries) On employee’s timesheet find the date of entry. Select FMLA from “Pay Type” column Enter FMLA hours into “Amount” column Save On employee’s timesheet find the date of entry. Select FMLA from “Pay Type” column Enter FMLA hours into “Amount” column Save Top left corner of timesheet click on “+ Add Pay Type Transaction” for PTO entry Select date Enter hours Scroll down & Add entry Consecutive FMLA will be entered into Paylocity by HR who will also notify the manager/supervisor of the start and end time of the employee's consecutive (block) leave. Employee’s must exhaust all PTO (old Sick if applicable) before unpaid FMLA begins. Mangers/Supervisors are responsible for entering the PTO when entering the FMLA absence Mangers/Supervisors enter intermittent FMLA onto the employee’s timesheet the day of absence and notifies HR who is responsible for tracking the leave. *Always notify (email) HR of an FMLA absence