Employees are responsible for the following actions related to complying with the FMLA:
Providing the University with sufficient information to determine that an absence is covered by the FMLA
- Following unit call-in procedures when unable to work
Note: An employee is not required to use any “magic” language to request FMLA coverage for an absence. However, calling in sick without providing more information is not sufficient.
- Notifying the University of the anticipated timing and duration of the absence
- Providing 30 days advance notice of the need for an FMLA covered absence when the need is foreseeable for the birth or placement of a child for adoption or foster care, or for planned medical treatment for a serious health condition of the employee or a family member.
- Try to schedule foreseeable appointments outside of normal working hours or at times that are least disruptive to business operations.
Note: When it is not practicable to provide 30 days notice, or when the need to be absent is not foreseeable, notice must be given as soon as practicable. If an employee does not provide at least 30 days notice of a foreseeable FMLA absence, the employee can be asked to explain the reason for the delay.