FAMILY MEDICAL LEAVE FAQs 2013x 1250 Fmlafaq

User Manual: 1250

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FAMILYMEDICALLEAVEACT

FAQS

UpdatedNovember2013



Protections



Q:WhatprotectionsdoestheFMLAprovide?

A:Upto12weeksjobprotectionina12monthperiodandmaintainsinsurance.



Q:DoIgettokeepmysamejob?

A:Yes.Youwouldbemaintained/returnedtothesameorcomparablejob.Youshouldexperienceno

adverseactionsduetotheuseofFMLA.



Eligibility



Q:HowlongdoesanemployeehavetoworkfortheemployerbeforetheyareeligibleforFMLAleave?

A:Theemployeemusthavebeenemployedbytheemployerforatleast12months(doesnotneedto

beconsecutive)ANDhaveworkedforatleast1,250hoursintheimmediatelypreceding12months.



Q:IfIhavetomissworkduetoNationalGuardorReserveduty,willthisaffectmyeligibilityforFMLA

leave?

A:No.Theregulationsmakecleartheprotectionsforourmenandwomenservinginthemilitaryby

statingthatabreakinserviceduetoanemployee’sfulfillmentofmilitaryobligationsmustbetakeninto

considerationwhendeterminingwhetheranemployeehasbeenemployedfor12monthsorhasthe

required1,250hoursofservice.UnderUSERRA(UniformedServicesEmploymentandReemployment

RightsActor1994),hoursthatanemployeewouldhaveworked,butforhisorhermilitaryservice,are

creditedtowardtheemployee’srequired1,250hoursworkedforFMLAeligibility.Similarly,thetimein

militaryservicealsomustbecountedindeterminingwhethertheemployeehasbeenemployedatleast

12monthsbytheemployer.



Q:ArestudentemployeescoveredundertheFMLA?

A:Iftheyarebeingpaidtheyarecovered.However,theymaynotmeetthe12month/1,250hour

requirement.Iftheymeettheeligibilityrequirementstheywouldbecovered.



Q:ArebothClassifiedandUnclassifiedemployeescovered?

A:Yes,ifthemeettheeligibilityrequirements.





QualifyingReasonsforFMLALeave



Q:WhatqualifiesforFMLAprotection?

A:(1)Birthofchildandcareforthenewbornchild;

(2)Placementwiththeemployeeofachildforadoptionorfostercare;

(3)Carefortheemployee’sspouse,child,orparentwithaserioushealthcondition;

(4)Employee’sserioushealthconditionthatmakestheemployeeunabletoperformtheessential

functionsoftheemployee’sjob;





(5)Qualifyingexigencyarisingoutofthefactthattheemployee’sspouse,child,orparentisa

coveredmilitarymemberonactiveduty,orhasbeennotifiedofanimpendingcallororder

toactiveduty;

(6)Careforacoveredservicememberorveteranwithaseriousinjuryorillnessincurredthrough

thelineofduty,iftheemployeeisthespouse,child,parent,ornextofkinoftheservice

member.



Q:CanIuseFMLAleaveduringpregnancyorafterthebirthofachild?

A:Yes.Undertheregulations,amothercanuseatotalof12weeksofFMLAleaveforthebirthofa

child,forprenatalcare,forincapacityrelatedtopregnancy,forherownserioushealthcondition

followingthebirthofachild,oracombinationofthesefactors.Afathercanuse12weeksofFMLA

leaveforthebirthofachildand/orcareforhisSPOUSE,whoisincapacitatedduetothepregnancyor

childbirth.



Q:Canthemotherandfathereachuse12weeksofFMLAleaveforthebirthofachild?

A:Yes.Thelawstatesthatthe12weeksFMLAleavemaybethecombinedleaveforbothmotherand

father.However,ifmotherandfatherarebothStateofKansasemployeesthestatehasdetermined

thatbothmotherandfatherwouldbeallowed12weeksofFMLAleaveforbondingwiththenewchild.



Q:Whatisa“serioushealthcondition”?

A:A“serioushealthcondition”isdefinedasanillness,injury,impairment,orphysicalormental

conditionthatinvolvesinpatientcareorcontinuingtreatmentbyahealthcareprovider.The“continuing

treatment”means:(1)aperiodofincapacityofmorethan3consecutive,fullcalendardaysplus

treatmentbyahealthcareprovidertwice,oroncewithacontinuingregimenoftreatment;(2)any

periodofincapacityrelatedtopregnancyorprenatalcare;(3)anyperiodofincapacityortreatmentofa

chronicserioushealthcondition;(4)aperiodofincapacityforpermanentorlong‐termconditionsfor

whichtreatmentmaynotbeeffective;or(5)anyperiodofincapacitytoreceivemultipletreatments

(includingrecoveryfromthosetreatments)forrestorativesurgery,orforaconditionwhichwouldlikely

resultinanincapacityofmorethan3consecutive,fullcalendardays.



Q:Arechronicserioushealthconditionscovered?

A:Yes.Theregulationsdefineachronicserioushealthconditionasonethat

(1) Requires“periodicvisits”fortreatmentbyahealthcareproviderornurseunderthe

supervisionofthehealthcareprovider(Theregulationsdefine“periodicvisits”asatleast

twiceayear);

(2) Continuesoveranextendedperiodoftime;AND

(3) Maycauseepisodicratherthancontinuingperiodsofincapacity.



Q:Whoisconsideredachild?

A:ForthepurposesofFMLA,achildmeansabiological,adopted,orfosterchild,astepchild,alegal

ward,orachildofapersonstandinginlocoparentis,whoiseitherundertheageof18orage18or

olderandincapableofself‐carebecauseofamentalorphysicaldisabilityinaccordancewiththeADA,at

thetimetheFMLAleaveistocommence.



Q:Whatqualifiesas“locoparentis”?

A:TheFMLAinterprets“locoparentis”verybroadly.Theemployeewouldnothavetohaveofficial,

legaldocumentstoestablish“locoparentis”.Theemployeewouldhavetoestablishthatthechildis

livingintheirhousehold.Examplescouldinclude:grandparentsraisingtheirgrandchild;samesex

partnerbeingresponsiblefortheadoptedchild;stepparents.



Q:Ifawife’sfatherbecomesillandneedscarethatiscoveredundertheFMLA,canthehusbandtake

FMLAtohelptakecareofhisfather‐in‐law?

A:No.Thelawappliesonlytodirectfamilymembers,parent,spouse,child,notin‐laws.



Q:CananemployeehaveFMLAcoverageformultipleclaimsfordifferentqualifyingevents?

A:Yes.Anemployeeisallowed12weeksofFMLAprotectedleaveina12monthtimeperiod.An

employeecouldbecoveredformultipleclaimsaslongasthetotalFMLAcoveragedoesnotexceed12

weeksina12monthperiodandtheemployeehasworked1250hoursinthepreceding12monthsof

therequest.



Q:Howisthe12monthtimeperioddetermined?

A:IntheStateofKansas,the12monthsbeginsthedayFMLAleaveisfirsttaken.Attheendofthose12

months,regardlessofhowmanyhourswereused,theFMLAcoverageperiodends.Theemployee

wouldhavetogothroughtheCertificationprocessagainandmeetthe1250hoursworked,iftheyfeel

theymaycontinuetohaveaqualifyingissue,ortherewouldbeanewqualifyingevent.



Q:Are“eligibility”and“qualifying”thesamething?

A:No.Anemployeemustfirstmeettheeligibilityrequirementsofworkingfortheemployerforatleast

12monthsandhaveworkedfor1,250hoursinthepast12monthsbeforeCertificationwouldbe

requesttodeterminequalification.“Qualification”meanstheemployeemeetsoneofthemedicalor

militaryrequirementsforFMLAcoverage.





EmployerNotification



Q:MustanemployerprovidegeneralinformationaboutFMLAtotheiremployees?

A:Yes.EmployersmustpostageneralnoticeexplainingtheFMLA’sprovisionsandproviding

informationregardingproceduresforfilingaclaimundertheActinaconspicuousplacewhereitcanbe

seenbyemployeesandapplicants.



Q:Howsoonafteranemployeeprovidesnoticeoftheneedforleavemustanemployerdetermine

whethersomeoneiseligibleforFMLAleave?

A:Absentextenuatingcircumstances,theregulationsrequireanemployertonotifyanemployeeof

whethertheemployeeiseligibletotakeFMLAleave(and,ifnot,atleastonereasonwhytheemployee

isineligible)within5businessdaysoftheemployeerequestingleaveortheemployerlearningthatan

employee’sleavecouldbeFMLA.Oncetherequiredcertificationisreceivedtheemployeralsohas5

businessdaystonotifytheemployeeifthesituationqualifiesforFMLAcoverage.



Q:Doesanemployerhavetoprovideemployeeswithinformationregardingtheirspecificrightsand

responsibilitiesundertheFMLA?

A:Yes.Atthesametimeanemployerprovidesanemployeenoticeoftheemployee’seligibilitytotake

FMLAleave,theemployermustalsonotifytheemployeeofthespecificexpectationsandobligations

associatedwiththeleave.Amongotherinformationincludedinthisnotice,theemployermustinform

theemployeethattheywillberequiredtoprovidecertificationortheFMLAqualifyingreasonforleave

andthattheemployeewillberequiredtousetheirpaidleaveduringFMLAabsencesunlessnoleaveis

available,thentheFMLAleavewillbeunpaid.Employersareexpectedtoresponsivelyanswerquestions

fromemployeesconcerningtheirrightsandresponsibilities.



Q:Howsoonafteranemployeeprovidesnoticeoftheneedforleavemustanemployernotifyan

employeethattheleavewillbedesignatedandcountedasFMLAleave?

A:Undertheregulations,anemployermustprovideanemployeewiththecertificationandinformation

onFMLAwithin5businessdaysoflearningthattheleaveisbeingtakencouldbeforanFMLAqualifying

reason,absentextenuatingcircumstances.Thedesignationnoticemustalsostatewhetherpaidleave

willbesubstitutedforunpaidFMLAleaveandwhethertheemployerwillrequiretheemployeeto

provideafitness‐for‐dutycertificationinordertoreturntowork.Oncetheemployeereturnsthe

completedcertification,theemployerhas5businessdaystonotifytheemployeeiftheleavewillbe

coveredbyFMLA.



Q:IfanemployerfailstotellanemployeethatleavehasbeendesignatedasFMLAleave,canthe

employercounttheleaveagainsttheemployee’sFMLAleaveentitlement?

A:Undertheregulations,retroactivedesignationispermittedifanemployerfailstotimelydesignate

leaveasFMLAleavebuttheemployermustnotifytheemployeeofthedesignation.Caution:The

employermaybeliableiftheemployeecanshowthatheorshehassufferedharmorinjuryasaresult

ofthefailuretotimelydesignatetheleaveasFMLA.Additionally,anemployeeandemployermayagree

toretroactivelydesignateanabsenceasFMLAprotected.





EmployeeNoticeRequirements



Q:HowmuchnoticemustanemployeegivebeforetakingFMLAleave?

A:Whentheneedforleaveisforeseeablebasedonanexpectedbirth,placementforadoptionorfoster

care,orplannedmedicaltreatment,anemployeemustgiveatleast30days’notice.If30days’noticeis

notpossible,anemployeeisrequiredtoprovidenotice“assoonaspracticable”.Employeesmustalso

providenoticeassoonaspracticableforforeseeableleaveduetoaqualifyingexigency,regardlessof

howfarinadvancesuchleaveisforeseeableeitherthesamedayorthenextbusinessdayupon

receivingnotice.Inallcases,however,thedeterminationofwhenanemployeecouldpracticably

providenoticemustaccountfortheindividualfactsandcircumstances.

Whentheleaveisunforeseeable,employeesarerequiredtoprovidenoticeassoonaspracticableunder

thefactsandcircumstancesoftheparticularcase,whichtheregulationsclarifywillgenerallybewithin

thetimeprescribedbytheemployer’susualandcustomarynoticerequirementsapplicabletotheleave.



Q:WhatinformationmustanemployeegivewhenprovidingnoticeoftheneedforFMLAleave?

A:WhenanemployeeseeksleaveforthefirsttimeforanFMLAqualifyingreason,theemployeedoes

notneedtospecificallyasserthisorherrightsunderFMLA,orevenmentionFMLA.Theemployeemust,

however,provide“sufficientinformation”tomaketheemployerawareoftheneedforFMLAleaveand

theanticipatedtiminganddurationoftheleave.(“Sufficientinformation”needstobeprovidedonthe

FederalCertificationForm.)Dependingonthesituation,“sufficientinformation”mayinclude

informationthataconditionrenderstheemployeeunabletoperformtheessentialfunctionsofthejob;

thattheemployeeispregnantorhasbeenhospitalizedovernight;whethertheemployeeorthe

employee’sfamilymemberisunderthecontinuingcareofahealthcareprovider;iftheleaveisduetoa

qualifyingexigency,thatacoveredmilitarymemberisbeingdeployedforactivedutyorafamily

memberthatisonactivedutyoraveteranneedscareforaseriousillnessorinjuryduetodomilitary

service;iftheleaveistocareforafamilymemberunabletoperformdailylifeactivities;andthe

durationoftheabsenceifknown.



Q:Isanemployeerequiredtofollowanemployer’snormalcall‐inprocedureswhentakingFMLAleave?

A:Yes.IftheemployeeisonintermittentFMLAleave,theemployeemustcomplywithanemployer’s

call‐in/offproceduresunlessunusualcircumstancespreventtheemployeefromdoingso(inwhichcase

theemployeemustprovidenoticeassoonasheorshecanpracticablydoso).Theregulationsmakeit

clearthat,ifanemployeefailstoprovidetimelynotice,heorshemayhavetheFMLAleaverequest

delayedordeniedandmaybesubjecttowhateverdisciplinetheemployer’spoliciesandpractices

provide.

IfanemployeeisonFMLAleaveforablockoftime,theemployeedoesnothavetocallineveryday.





FMLACertification



Q:DoIhavetogivemyemployermymedicalrecordsforleavewhenIamaskingforFMLAleave?

A:No.Anemployeeisnotrequiredtogivetheemployerhisorhermedicalrecords.HOWEVER,the

employerdoeshaveastatutoryrighttorequestthatanemployeeprovideacompletedCertification

fromaHealthCareProviderthatprovidessufficientmedicalfactstoestablishthataserioushealth

conditionexists.TheStateofKansasusestheFederalCertificationformsforHealthCareProvidersto

determineifFMLAqualificationismet.



Q:HowsoonafterIrequestFMLAleavedoesmyemployerhavetorequestamedicalcertificationofa

serioushealthcondition?

A:Undertheregulations,anemployershouldrequestmedicalcertification,inmostcases,atthetime

anemployeegivesnoticeoftheneedforleaveorwithin5businessdays.Iftheleaveisunforeseen,the

employershouldrequestmedicalcertificationwithin5daysaftertheemployerisawareofapossible

needforFMLA.



Q:Aretherespecificcertificationformsthatmustbeused?

A:Yes.StateagenciesshouldusetheUSDepartmentofLaborFMLAforms.Alistofthoseformsmaybe

foundinDPSBulletinNo.09‐03;ontheDivisionofPersonnelServicesWebsite,

http://da.ks.gov/ps/subject/fmla.htm,andattheUSDOLwebsite:

http://www.dol.gov/esa/shd/fmla/finalrule.htm.



Q:Howlongdoestheemployeehavetoreturnthecompletedcertification?

A:Undernormalcircumstances,theemployeewillhave15calendardaystoreturnthecompleted

certification.Ifthereareextenuatingcircumstancesthatwouldpreventthereturnofthecompleted

certificationinthattimeframe,theemployeeshouldconsultwiththeemployeraboutthereasons.



Q:Whathappensiftheemployeedoesnotprovidetheemployerwiththecertificationwithinthe15

days?

A:Theemployershouldcontacttheemployeeinwritingstatingthecertificationshadnotbeenreceived

withinthe15daysandgivetheemployee7morecalendardaystoprovidethecertification.Ifthe

employeedoesnotprovidethecertification,theemployercandenythatspecificrequestandthe

employeewouldnothaveFMLAprotectiondatingbackfromthedateofthefirstabsenceduetothe

FMLArequest.



Q:WhatifanemployeemakesasubsequentrequestforFMLAafterbeingdeniedFMLAcoveragefor

untimelinessorfailuretoprovidecertification?

A:Iftheemployeemakesasubsequentrequest(evenforthesamemedicalissue),theemployershould

takethesamenotificationstepsasifitwereanewrequest.Iftheemployeeprovidesthecompleted

certificationwithinthe15daytimeperiodandtheinformationestablishesamedicalconditionthat

meetstheFMLArequirements,FMLAwouldbegrantedforwardfromthedateofthesecondrequest.



Q:Whathappensifmyemployersaysmymedicalcertificationinincomplete?

A:Anemployermustadvisetheemployeeifitfindsthecertificationisincompleteandallowthe

employeeareasonableopportunitytocurethedeficiency.Theregulationsrequirethattheemployer

stateinwritingwhatadditionalinformationisnecessarytomakethecertificationcompleteand

sufficient.Theregulationsalsorequirethattheemployerallowtheemployeeatleast7calendardaysto

curethedeficiency,unless7daysisnotpracticableundertheparticularcircumstancesdespitethe

employee’sdiligentgoodfaithefforts.



Q:Maymyemployercontactmyhealthcareprovideraboutmymedicalinformation?

A:Theregulationsclarifythatcontactbetweenanemployerandanemployee’shealthcareprovider

mustcomplywithHIPPAprivacyregulations.Contactwiththeemployee’shealthcareprovidershould

onlybemadebythehumanresourceprofessionalorleaveadministratorwhoisresponsiblefor

managingtheFMLA.Undernocircumstancesshouldtheemployee’sdirectsupervisorcontactthe

employee’shealthcareprovider.Theemployeemayneedtoprovidetheirhealthcareproviderwitha

writtenauthorizationallowingthehealthcareprovidertodisclosesuchinformationtotheemployer.

Employerscanonlyaskclarifyinginformationandquestionsrelatedtothespecificquestionsonthe

certificationandmaynotaskforinformationbeyondwhatwouldbeprovidedonthecertification.



Q:Musttheemployeesignamedicalreleaseaspartofthemedicalcertification?

A:No.Anemployermaynotrequireanemployeetosignareleaseorwaiveraspartofthemedical

certificationprocess.Theregulationsspecificallystatethatcompletinganysuchauthorizationisatthe

employee’sdiscretion.Wheneveranemployerrequestsamedicalcertification,however,itisthe

employee’sresponsibilitytoprovidetheemployerwithacompleteandsufficientcertification.Ifan

employeedoesnotprovideeitheracompleteandsufficientcertificationoranauthorizationallowing

thehealthcareprovidertoprovidecompleteandsufficientinformationtotheemployer,the

employee’srequestforFMLAleavemaybedenied.



Q:Howoftenmaymyemployeraskformedicalcertificationsforanon‐goingserioushealthcondition?

A:Theregulationsallowrecertificationnomoreoftenthanevery30daysinconnectionwithanabsence

bytheemployee,unlesstheconditionwilllastformorethan30days.Forconditionsthatarecertified

ashavingaminimumdurationofmorethan30days,theemployermustwaittorequestrecertification

untilthespecifiedperiodhaspassed,exceptthatinallcasestheemployermayrequestrecertification

every6monthsinconnectionwithanabsencebytheemployee.Theregulationsalsoallowanemployer

torequestrecertificationinlessthan30daysiftheemployeerequestsanextensionofleave,the

circumstancesdescribedinthepreviouscertificationhavechangedsignificantly,oriftheemployer

receivesinformationthatcastsdoubtupontheemployee’sstatedreasonfortheabsenceorthe

continuingvalidityofthecertification.



Q:Canemployersrequireemployeestosubmitafitness‐for‐dutycertificationbeforereturningtowork

afterbeingabsentduetoaserioushealthcondition?

A:Yes.AsaconditionofrestoringanemployeewhowasabsentonFMLAleaveduetotheemployee’s

ownserioushealthcondition,anemployermayhaveauniformlyappliedpolicyorpracticethatrequires

allsimilarlysituatedemployeeswhotakeleaveforsuchconditionstosubmitacertificationfromthe

employee’sownhealthcareproviderthattheemployeeisabletoresumework.Undertheregulations,

anemployermayrequirethatthefitness‐for‐dutycertificationaddresstheemployee’sabilityto

performtheessentialfunctionsofthepositioniftheemployerhasappropriatelynotifiedtheemployee

thatthisinformationwillberequiredandhasprovidedalistoftheessentialfunctions.Additionally,the

employermayrequireafitness‐for‐dutycertificationuptoonceevery30daysforanemployeetaking

intermittentorreducedscheduleFMLAleaveifreasonablesafetyconcernsexistregardingthe

employee’sabilitytoperformhisorherdutiesbasedontheconditionforwhichleavewastaken.



Q:Whathappensifyoudonotsubmitarequestedfitness‐for‐dutycertification?

A:Ifanemployeefailstotimelysubmitaproperlyrequestedfitness‐for‐dutycertification,theemployer

maydelayjobrestorationuntiltheemployeeprovidesthecertification.Iftheemployeeneverprovides

thecertification,heorshemaybedeniedreinstatement.



Q:CananemployeerequestFMLAcertification“justincase”theymayhaveamedicalsituationarise

fromachroniccondition,beforethereisaspecificabsence?

A:AnemployeeshouldonlyrequestFMLAcertificationwhenthereisanactualmedicalsituation.A

chronicconditionrequiresatleast2Drvisitsina12monthperiodforthespecificcondition.



MilitaryCoverage



Q:WhoiseligibleforcoverageundertheMilitarycomponentsoftheFMLA?

A:InorderforemployeestobeeligibleforFMLAleaveforthemilitarycomponents,theemployeemust

meetthesameeligibilitycriteriaasforotherFMLAleave.Theemployeemusthaveworkedforthe

employerforatleast12months(non‐consecutive)andhaveworkedatleast1,250hoursinthe

preceding12months.



Q:WhattypesofmilitaryFMLAleavearethere?

A:TherearetwotypesofmilitaryFMLAleave.1)ExigencyLeave;2)Caregiverleave.

1) QualifyingExigency:aneligibleemployeeisentitledtoupto12weeksforanyqualifying

exigency,arisingoutofthefactthatthespouse,child,orparentoftheemployeeisonactive

dutyinaforeigncountryorhasbeennotifiedofanimpendingcalltoactivedutystatusina

foreigncountry,insupportofacontingencyoperation.Thisappliestomembersofthe

RegularArmedForces,NationalGuardorReserves.

2) Caregiverleave:aneligibleemployeewhoisthespouse,child,parent,oridentifiednextof

kinofacoveredservicememberwhoisrecoveringfromaseriousillnessorinjurysustained

inthelineofdutywhileonactivedutyinaforeigncountry,isentitledtoupto26weeksof

leaveinasingle12monthperiodtocarefortheservicemember.Thisappliestomembers

oftheRegularArmedForces,NationalGuard,Reserves,andcertainVeterans.(Eligible

veteransarethosethatareundergoingmedicaltreatmentforaninjuryorillnesssustained

oraggravatedduringactivemilitaryservicewithin5yearsofthedateonwhichtheveteran

undergoesmedicaltreatment).



Q:Couldanemployeehavebothexigencyleaveandcaregiverleaveinthesameyear?

A:Yes.Itispossiblethatanemployeecouldhavebothexigencyandcaregiverleaveinthesame12

monthtimeperiod.Thetotalamountoftimeallowedwouldbe26weeks.Example:If20weekswere

usedforcaregiverleave,theemployeewouldonlyhave6weeksremainingforexigencyleaveorother

FMLAleave.Undernocircumstancescantheemployeeusemorethan26weektotalandnomore

than12weeksforeventotherthanmilitarycaregiving.



Q:Whatareconsideredqualifyingexigencies?

A:Issuesthatarisefromthefactthatacoveredmilitarymemberisnotifiedofanimpendingcallor

ordertoactivedutyinaforeigncountryorduetocurrentserviceinaforeigncountry.Thiscaninclude

militaryevents,childcare,familysupportactivities,legalissues,schoolissues.Fordetailsofqualifying

exigenciessee29CFRPart825.126.



Miscellaneous



Q:IfanemployeeisonFMLAleave,leavewithoutpay,formorethan30days–doesthisaffecttheir

lengthofservice?

A:No.AnemployeecannotbeharmedorloseemploymentbenefitswhileonapprovedFMLAleave.

Therefore,ifanemployeeisonFMLAwithoutpayformorethan30days,theirlengthofserviceisnot

interrupted.



Q:Does“lightduty”counttowardsthe12weeksofFMLAprotection?

A:No.“Lightduty”doesnotcountagainsttheemployee’sFMLAleaveentitlement.Theemployee’s

righttojobrestorationisalsoretainedduringthelight‐dutyperiod,butonlyuntiltheendofthe12

monthperiodthattheemployerusestocalculatetheFMLAleave.



Q:Whoqualifiesasa“medicalprovider”?

A:Aslongastheinsurancecarrierrecognizesandpaysfortreatmentprovidedbythe“medical

provider”,thatproviderwouldbeconsidereda“medicalprovider”forFMLApurposes.



Q:IfFMLAleavepreventstheemployeefromworkingmandatoryovertimearethosehourscounted

towardthe12weeksofFMLAprotection?

A:Ifanemployeehasajobrequiringmandatoryovertime(evenifnotregularlyscheduled)andthe

employeehasaqualifyingapprovedFMLAevent,ALLtimeabsentfromwork,includingmandatory

overtime,duetotheFMLAcoveragewouldbecountedtowardthe12weeksofFMLA.



Q:IfastateemployeeisonanapprovedFMLAandtransferstoanotherstateagency,whathappensto

theFMLA?

A:IfastateemployeeisonanapproveFMLAandtransferstoanotherstateagency,theFMLAcoverage

wouldremaininplace.



Q:HowwouldthereceivingagencyknowanemployeewasonFMLA?Isn’tmedicalinformation

confidential?

A:Yes,medicalinformationisconfidential.ForpurposesofFMLA,stateagenciesareseenasone

employer–theState.Therefore,anemployee’sFMLAentitlementwouldbepreservedfromagencyto

agency.Justastheemployeepersonnelfiletransferswiththeemployee,theemployee’sFMLAand

medicalfileswouldalsotransferandbemaintainedinconfidentialfilesatthenewagency.