Employees must use applicable leave or go on leave without pay during time taken under the Family and Medical Leave Act (FMLA). It will be the responsibility of the employee or department leave representative to enter the correct leave used while on FMLA. This will be sick, family sick, personal sick, family personal, annual, compensatory or leave without pay.

Specific Time Period

If an employee requests FMLA leave for a specific time period and meets eligibility requirements, the leave recorded for the entire period will be counted against the employee's 12-week FMLA entitlement allowed per calendar year.

Intermittent or Reduced Schedule

If an employee requests FMLA leave for an intermittent or reduced schedule and meets eligibility requirements, it will be the responsibility of the supervisor and/or leave representative to let Human Resources know when leave is used for FMLA so this time can be counted against the 12 weeks. The leave will need to be entered by the employee or leave representative. Human Resources will need to have documentation for any time used for intermittent FMLA. Human Resources must be notified by e-mail or a copy of the leave report showing what time was used against the FMLA request. Failure to provide this information to Human Resources will result in time taken not counted against the employee's 12-week FMLA entitlement.

It is the responsibility of the employee and/or supervisor to keep Human Resources aware of changes in the FMLA request.

If you have questions regarding leave usage/reporting while on FMLA leave, please contact Human Resources at 1-9331.