FMLAFamily and Medical Leave Act

FMLA The Family and Medical Leave Act

(FMLA) is a United States federal law requiring employers to provide employees job-protected unpaid leave

The FMLA is administered by the Wage and Hour Division of the United States Department of Labor

Signed into law in 1993

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FMLA Use for employee,

employee’s family member or employee’s military service member

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FMLA Protect employee’s job

and status Does not require the

company to pay the employee

Sick, vacation, personal days may be used as well as Short- Term Disability if elected

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Eligible FMLA To care for a new child –

birth of a son or daughter, adoption, or placement of a child in foster care

To care for a seriously ill family member – spouse, child or parent

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Eligible FMLA To recover from an

employee’s own serious illness

To care for an injured service member in the family

To address the qualifying exigencies arising out of a family member’s deployment

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FMLA Medical certification is required

The 12 weeks of leave do not have to be consecutive

Intermittent leave or reduced schedule may be permitted

The company is required to continue health benefits

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FMLA Guidelines Upon return from FMLA leave, the

employee will be restored to his/her original job or to an “equivalent” job

May come back to a different property or slightly different job

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FMLA Eligibility Requirements The employee must be employed by a

company with 50 or more employees within a 75 mile radius

The employee must have worked for the company for at least 12 months

The employee must have worked at least 1,250 hours within the last 12 months

(May differ by state)

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Non-eligible FMLA Employees in a company with fewer

than 50 employees

Part-time workers who have worked less than 1,250 hours within the 12 months preceding the leave

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Non-eligible FMLA Employees who need

time off to recover from short-term or common illness like a cold, or to care for a family member with a short-term illness

Employees who need time off for routine medical care such as check-ups

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Non-eligible FMLA Employees who need time off to care for

seriously ill pets

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FMLA – Next Steps If an employee is out of the office for 3

consecutive days, and is not on vacation, contact the Human Resources department to determine FMLA eligibility

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How to Submit Hours to Payroll Once an employee is on ‘Leave’ status,

Genie will no longer work

Managers must submit manual timesheets to hr@emcmgmt.com

This is unpaid leave, so use any remaining sick and vacation hours on the submitted timesheets until the hours are exhausted or the employee returns to work

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Sick & Vacation Time While on FMLA, employees will not

accrue sick hours or vacation hours

It is important to let HR know when the employee is back so that his/her status can be changed to ‘Active’ and he/she may start to accrue sick and vacation hours again

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Contact Human Resources Remember, if an employee is out for

more than 3 days, contact the HR department immediately at hr@emcmgmt.com

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Reference Material For more information,

refer to our Personnel Policy Manual – Section 4:05, Page 51

Login: Company Intranet > Human Resources > Forms > Miscellaneous

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AppendixFMLA Forms

FMLA

Lett

er

19

15 Days

FMLA

Cert

ifica

tion

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First Page Second Page

Your Name & property #

Identify the job

functions the employee is

unable to perform

Is the employee unable to

perform any of his/her job

functions due to the condition?

FMLA

Cert

ifica

tion

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Third Page Fourth Page beginning

and end dates for the

period of incapacity

reduced number of

hours medically

necessary?

part-time or reduced work

schedule employee needs

Short

Term

Dis

abili

ty

(STD

)22

Front Back

866.945.7781

Appro

val N

oti

ce

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Edgewood Management Corporation/ Field Payroll LLC Family and Medical Leave (FMLA) Notification

Name: Fake Letter Property Name: No Real Property Prop # 000

__x__ You have been approved for leave under FMLA. ____ You have been approved for intermittent leave under FMLA. ____ You have been approved for a reduced work schedule under FMLA. Actual Start Date: 7/25/2011 Expected Return Date: 09/5/2011 (6 wks)

FMLA Start Date: 7/28/2011

FMLA End Date: 10/20/2011

Sick Hours Balance: 240.62 Vacation Hours Balance: 56.00

Sick Hours Balance as of : 7/22/2011 Vacation Hours Balance as of: : 7/22/2011

Your application for leave under FMLA has been denied for the following reason:_______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Your FMLA leave entitlement of 12 weeks (or longer if state mandated) every 12 months is coordinated with other company leave benefit programs. This 12-month period is measured forward from the date an employee’s FMLA leave begins. For example, if you take 12 weeks of leave under FMLA beginning on April 1 and ending on June 23, you will not be eligible for another period of leave under FMLA until April 1 of the following year. Leave under FMLA runs concurrently with other Company leave programs. Therefore, FMLA is not in addition to vacation, sick or other authorized leave of absence. Your benefit coverage during FMLA continues for up to 12 weeks (or longer if state mandated) provided you pay your share of the benefit premiums. You can make arrangements to pay your benefit premiums (a) before your leave, (b) during your leave, or (c) after you return from leave. However, any unpaid benefit premiums will be deducted from your first paycheck upon return to work or from any money owed to you at your termination should you not return to work. You are expected to return to work on the date listed above as your expected return to work date or at the end of your approved FMLA leave period (an updated request must be submitted). *=Failure to return to work at the end of the Family and Medical Leave period will be treated as a resignation unless an extension of the leave has been agreed upon and approved in writing by Edgewood Management Corporation or its affiliates. Please refer to your Policy and Procedure Manual for more information on time away from work. If you have any questions, please call Maesha McNeill at (301) 562-1785. Signature: ______________________________________________Human Resources Department

FMLA End Date

FMLA Start Date