Staying in touch. Ongoing communication will make the FML process run much more smoothly. It is important that you provide periodic updates on your status to your supervisor, including your plan and estimated date to return to work.
Timekeeping: If you take intermittent or reduced schedule leave, you are responsible for submitting your timesheet.
Recertifying your leave. If the circumstances of your leave change or require an extension, you must complete and submit a new Leave of Absence request.
Extending your leave. If you require additional leave from work beyond your FML entitlement, please work with Leaves Administration to discuss other options.
Requesting an accommodation. Following FML you may feel that you require a reasonable accommodation for a disability under the Americans with Disabilities Act (ADA). This could include an extension of leave or modification of your work. You should request reasonable accommodation through the University’s Disability Resource Center as soon as you believe you may need an accommodation.
Providing a return-to-work notice. If the leave was for your own serious health condition, you may be required to provide a return to work notice. This requirement will be indicated on your Designation Notice.
Recertification Requirements
No, if your intermittent absences are consistent with the FML certification forms you submitted to your supervisor or leave advisor, then all absences for that cause are considered a single leave reason. However, you should follow your department’s normal absence notification procedures.
You may have to provide a recertification when (1) you request an extension of your leave, (2) the circumstances of the previous certification change significantly, or (3) information casts doubt on the reason for your absence or the continuing validity of the previous certification. In all cases, a supervisor, HR representative, or leave advisor may require recertification for an extended absence.
The Designation Notice you received will indicate whether a fitness-for-duty certification is required. If it is, you must provide this certification from your health-care provider on or before the first day you return to work. Your supervisor has the right to prohibit you from returning to work until you provide the fitness-for-duty certification.
If there are any restrictions on your return to work (e.g., how much weight you can lift following surgery), these should be documented in a medical certification from your health-care provider.