Recordkeeping
Use of approved FML is recorded on the employee’s time sheet (Find time codes on the Financial Services website). Absences may be provisionally recorded as FML while the certification procedures are ongoing. Please ensure that the employee’s time is reported accurately.
When the FML paperwork is completed, you should promptly provide the leave advisers in the Division of Human Resources with copies of all completed FMLA forms and certifications for University records. All medical certifications and related FMLA leave documentation will be maintained as confidential medical records in separate files, apart from employee personnel files.
Ongoing Communication
Stay in touch with the employee. Ongoing communication will make the FML process run much more smoothly. It is important that you receive periodic updates on the employee’s estimated date to return to work. You may ask for this information and should do so prior to the employee’s expected return to work date.
Compliance
Federal law prohibits a supervisor from taking any adverse action or otherwise discriminating against an employee or prospective employee who has taken FMLA leave.
A supervisor may not interfere with any rights provided by FMLA, including:
- Refusing to authorize FMLA leave
- Discouraging an employee from using FMLA leave
- Changing the essential functions of the employee’s job to preclude the taking of FMLA leave
- Reducing hours of work to avoid employee eligibility
A supervisor may not retaliate by discharging or discriminating against any person (whether or not an employee) because that person has:
- Opposed or complained about any unlawful practice under the Act
- Filed a charge or has instituted (or caused to be instituted) any proceeding under or related to the Act
- Given, or is about to give, any information in connection with an inquiry or proceeding relating to a right under the Act
- Testified, or is about to testify, in any inquiry or proceeding relating to a right under the Act
- Used FMLA leave