An employer may use this letter to inform an employee of potential termination of health coverage due to non-payment during FMLA leave. This notice must be provided to an employee at the time the employer provides a Notice of Eligibility for FMLA leave.
An employer may use this letter to inform key employees on FMLA leave whether, after reevaluation, reinstatement would cause the employer substantial and grievous injury. Failure to conduct a new evaluation can result in a claim that the employer has interfered with the employee's FMLA rights.
An employer may use this form to obtain information about an employee's requested leave under the Family and Medical Leave Act (FMLA). This form should be completed even if the onset of the employee's leave was unforeseeable, and even if the leave is completed by the time the employee is able to complete the form.
This chart is a brief introduction to the FMLA's interplay with state and federal law, and summarizes many of the questions and issues that arise under various employment laws and obligations when employees seek, take and return from FMLA-type leaves.
This letter may be used to notify an employee of their "key employee" designation under the Family and Medical Leave Act and what that means for the employee.
An employer may use this policy when an employee has 2 weeks remaining until exhaustion of FMLA leave. While regulations do not require the employer to send such a notice, it is good practice and prevents an employee from claiming that they were unaware as to the expiration of their job protected leave.