1. What supervisors need to know
FMLA
What supervisors need to know

2. Supervisors are the liaisons with employees
Federal law
12 weeks in a year ( 26 week military)
Eligibility hours in 12 months
State law
16 weeks in two years
Eligibility 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

3. 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

4. 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

5. Two different types of FMLA
Block
Intermittent
One single length of time up to 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

6. 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 ( ) HR of an FMLA absence