FMLA Paperwork

Rockie

How do most of you handle the notification sent to employees concerning FMLA. Do your supervisors handle this and funnel it to HR or does HR take care of the notifying letter, the appropriate paperwork, etc.? I understand some companies, especially larger ones, are putting more and more of this onto the supervisor. I am hesitant to do this because of the legal issues involves and the track record a lot of our supervisors have in not following through.

Just curious.

POPEYE

I have the same feelings you do about follow-through by supervisors. Given all the legal implications of FMLA, I feel more comfortable handling them. When an EE gives any indication they may have a qualifying event, HR is notified and we send a notice of entitlement rights and EE responsibilities along with a Physician Certification form. When the certification is returned, an approval or denial letter is sent.

lnelson

[font size="1" color="#FF0000"]LAST EDITED ON 03-18-04 AT 07:14PM (CST)[/font][br][br]Popeye -
Would it be possible to e-mail me a copy of your notice of entitlement rights & EE responsibilities.

Just did a search and found this.

Thank You.Thank You.Thank You.Thank You.

Lisa xhugs
[email]Lisa@amberwoodproducts.com[/email]

LindaS

We are a smaller employer (120 ees) and I handle all the FMLA paperwork. Once I am made aware of a potential FMLA situation, I provide the ee with the paperwork. If they are already off work, I mail the paperwork along with an explanation of what needs to be done and how long they have to return it. If they are still at work, I have them come into my office and go through it with them. The paperwork is returned directly to me and I provide the employee with the response. I then notify the supervisor that the employee has been approved for FMLA but do not give them anymore information.

Whatever

It is done by HR. First of all, some managers have a poor track record on paperwork. Two, I have taken courses to learn about this law and others. I, egotistically, believe that HR is best qualified to make the decision on who is entitled and who isn't. Finally, HR has some "distance" from the ee. Managers can be (and sometimes are) influence by the fact that they have worked "closely" with the ee.

Don D

We're a large international corporation with 200 US locations. We are NOT moving toward allowing supervisors to be involved at all in the approval process for FMLA. It is tightly controlled within Human Resources. Supervisors are only involved to the extent that they have a need to know when someone will be out. Period.






Note: The preceeding is my personal opinion and has no value beyond that. Although it may be 'sorta offensive' or 'indeed offensive' to someone out there, it is offered without regard to that possibility. Should you find yourself alarmed by my post, you may privately mail me to protest or you may alert the principal's office. x:-)