Managers’ P Checklist Managing FMLA Leave Scheduling o I calendared the start and end dates of the employee’s leave, if I know them. o If the employee did not give 30 days’ notice of foreseeable leave, I considered whether to require the employee to delay the start of his or her leave. o If I didn’t let the employee take leave as a date requested because the employee didn’t provide enough notice, I put that decision in writing and gave it to the employee. o If the employee is taking parenting leave, I made sure the employee’s leave will be complete within one year of the child’s arrival. o If the employee’s foreseeable leave will cause undue disruption to the company’s operations, I asked the employee to try to reschedule (subject to the approval of his or her health care provider). o If the employee had to take unforeseeable leave, I made initial contact with the employee or a family member to gather information and made plans to follow up in a few days. Handling the Employee’s Work o If the employee was available, I talked to the employee and came up with a plan to cover his or her job duties during leave. o If the employee’s coworkers will pick up some extra work, I made any changes necessary to ensure that they will not be stretched too thin. o I determined which, if any, of the employee’s responsibilities I will handle and made the necessary arrangements to do so. o If we will bring on temporary help, I made the necessary arrangements to hire a temp. o If we will be using an outside consultant or company, I took any steps necessary to start the process. o I informed everyone who needs to know about these arrangements, such as my manager, the employee’s coworkers, vendors, clients, and so on. Managers’ P Checklist Managing FMLA Leave, continued Benefits o I made arrangements to continue the employee’s group health benefits— including medical, dental, and vision coverage—during FMLA leave. o I applied any benefits changes to the employee, just as if he or she were not on leave. o If the employee chose not to continue benefits, I made sure that we can reinstate those benefits immediately, without any requalification requirements, when the employee returns to work; if not, I continued the employee’s benefits, arranged to pay the employee’s share of the premium, and sought reimbursement from the employee after his or her return to work. o I collected the employee’s share of the premium as permitted by the FMLA and provided written notice, in advance, of how and when to make these payments. o Before terminating the employee’s coverage for failing to pay the premiums, I sent the employee written notice, including the following information: o The employee’s payment hasn’t been received. o The company intends to terminate the employee’s coverage if payment isn’t received by a specified date, at least 15 days after the date I sent the letter. o Before terminating the employee’s coverage for failing to pay the premiums, I made sure we could reinstate the employee’s coverage without any requalification requirements. o For other benefits, I followed my company’s usual policies for employees on unpaid leave. o Before discontinuing any life, disability, or other insurance benefits, I made sure that we could reinstate the employee’s coverage without any requalification requirements; if not, I continued the employee’s coverage, arranged to pay the employee’s share of the premium, and sought reimbursement from the employee after his or her return to work.
Pages to are hidden for
"Managers’ Checklist Managing FMLA Leave"Please download to view full document