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An employee does not need to use leave in one block. Leave may be taken
intermittently or on a reduced leave schedule when medically necessary. Employees
must make reasonable efforts to schedule leave for planned medical treatment so as
not to unduly disrupt the Company’s operations. Leave due to qualifying exigencies may
also be taken intermittently.
Employee Responsibilities to Request Leave in Advance
An employee must request leave from Human Resources. Employees must provide 30
days advance notice of the need to take FMLA leave when the need is foreseeable.
When 30 days’ notice is not possible, the employee must provide notice as soon as
practicable and must comply with normal call-in and attendance procedures. Failure to
make a proper and timely request may result in denial of leave and discipline under
applicable attendance rules. Employees must provide sufficient information for the
Company to determine if the leave qualifies for FMLA protection and the anticipated
timing and duration of the leave.
Once a condition has been approved for FMLA leave and the employee needs
additional leave for that condition, the request must mention that condition or the need
for FMLA leave. If the employee does not provide enough information to know that the
leave may be covered by the FMLA, the leave may not be protected.
Medical Certification Required
Employees will be required to provide a certification and periodic recertification
supporting the need for leave. Failure to provide a timely and adequate certification or
recertification may result in delay or denial of leave and disciplinary action or discharge.
Company Responsibilities
The Company will inform employees requesting leave whether they are eligible under
FMLA. Eligible employees will be informed of any additional information required as well
as the employee’s rights and responsibilities. Ineligible employees will be provided a
reason for the ineligibility. Employees should immediately contact Human Resources if
they dispute the Company’s determination.
Fitness for Duty and Return to Work
Employees taking FMLA leave for their own serious health condition must provide a
fitness for duty certificate from a health care provider before returning to work. If the
employee is provided a list of essential job functions, the fitness for duty certificate must
address the employee’s ability to perform these essential functions. If a complete fitness
for duty certificate is not timely received, return to work may be delayed or denied.