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Managers’ Checklist Managing FMLA Leave

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Managers’ Checklist Managing FMLA Leave Powered By Docstoc
					    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.

				
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