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Managers’ Checklist Leave for a New Child

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					     Managers’
P Checklist            Leave for a New Child

 o	 I confirmed that the employee requesting parenting leave is eligible for FMLA
    leave (see Chapter 3).

 o	 I have informed the employee that he or she must substitute paid company
    vacation, personal, or family leave for unpaid FMLA leave, and
    o	 I have subtracted the paid leave from the employee’s available FMLA leave
       for the leave year.

 o	 I have noted the deadline by which the employee must take the full 12 weeks of
    parenting leave (365 days after birth, adoption, or foster placement).

For Pregnancy Leave:
 o	 If the employee is requesting leave for her own pregnancy before delivery, I have:
    o	 requested medical certification of a serious medical condition
    o	 designated the leave as leave for the employee’s own medical condition and
       notified the employee
    o	 noted in the employee’s FMLA file that the employee may still request
       parenting leave within the one-year deadline.

 o	 If a pregnant employee is requesting leave to begin before delivery, I have:
    o	 asked if the leave is for her own medical condition (including prenatal care)
       or for parenting, and
    o	 if for her own medical condition, I have followed the steps in the preceding
       list entry, and
    o	 if for parenting, I have denied the request for leave prior to delivery.

 o	 If an employee is requesting leave to care for his pregnant spouse, I have:
    o	 requested appropriate certification of serious medical condition
    o	 designated the leave as leave for the spouse’s serious medical condition and
       notified the employee, and
    o	 noted that the employee may still request parenting leave within the
       365-day deadline.
     Managers’
P Checklist             Leave for a New Child, continued

For Parenting Leave:
 o	 if the employee is requesting parenting leave, i have confirmed that the leave is:
    o	 to begin after the birth of the child
    o	 not for the employee’s own medical condition, and
    o	 full time and not intermittent or reduced-schedule leave, unless company
       policy or state law permits such leave.

 o	 if the employee is requesting parenting leave for the birth of a child, i have
    requested appropriate certification (birth certificate).

 o	 if the employee is requesting parenting leave for adoption or foster placement,
    i have:
    o	 requested appropriate certification of adoption or placement (for example,
       a court order)
    o	 allowed time off before adoption or foster placement if necessary to attend
       proceedings or meetings related to placement.

Where Both Parents Work for Your Company:
 o	 for parents who are married and are both seeking parenting leave, i have:
    o	 confirmed in writing to the parents that they get no more than a combined
       total of 12 weeks of parenting leave, and
    o	 subtracted the parenting time from each employee’s fmla time and noted
       the remainder for use for other types of fmla leave.

 o	 for parents who are not married and are both seeking leave, i have:
    o	 confirmed in writing to the parents that each parent has a full 12 weeks of
       parenting leave available
    o	 subtracted the parenting time from each employee’s fmla time and noted
       the remainder for use for other types of fmla leave

				
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