-
Cooperate
with employees seeking leave.
-
Maintain
attendance records carefully and document FMLA appropriately. Timekeeper
must record accurately, all absences approved as a qualifying FMLA
event.
-
Be
cautious in dealing with attendance problems.
-
Monitor
employees taking time off for illness or to care for a spouse, child,
or parent. Keeping in mind, this may be a qualifying event covered
by FMLA.
-
Be
sure your subordinates know that they have a right to apply for
FMLA.
-
Refrain
from pressuring or threatening people who ask for FMLA leave.
-
Keep
personal feelings from affecting your judgment on leave questions.
-
Help
employees schedule FMLA leave when it is foreseeable.
-
Refer FMLA questions or concerns to Human Resource Management .
-
An
employee's illness or the illness of his/her family member is confidential
information. Remember physician certification should only be maintained
in Human Resources.
-
According
to FMLA rules and regulations, all FMLA information must be kept
in a confidential medical file separate from the employee's personnel
file maintained in Human Resource Management.
-
The
signature page is the only page that the supervisor should view;
the supervisor must not ask the employee the nature of the illness.
-
An
employee who has been approved for intermittent leave is still required
to adhere to the departmental policies and procedures regarding
absences (i.e., call-in policy).
-
Employees
should notify their supervisor when requesting leave whether or
not they are out due to their FMLA issue.
-
FMLA
prohibits employers from considering FMLA absences when conducting
performance evaluations or making promotions/salary adjustments.
