Notice for FML Sample Clauses

The 'Notice for FML' clause establishes the requirement for employees to formally notify their employer when they intend to take leave under the Family and Medical Leave Act (FMLA). Typically, this clause outlines the timeframe and method by which notice must be given, such as providing written notice a certain number of days in advance or as soon as practicable in emergencies. By setting clear expectations for communication, the clause ensures that employers have adequate time to plan for employee absences and that employees understand their obligations, thereby reducing misunderstandings and administrative complications.
Notice for FML. 1) If the employee learns of the event giving rise to the need for leave more than 30 days in advance, the employee shall provide the University with notice as soon as the employee learns of the need for leave, and, at a minimum, 30 days prior to the commencement of the leave, if practicable. 2) If the need for leave is foreseeable due to the planned medical treatment of the employee or his/her family member, the employee shall make reasonable efforts to schedule the leave so as to avoid disruption to the University's operations. 3) If the need for leave is unforeseeable or actually occurs prior to the anticipated date of a foreseeable leave, the employee shall provide the University with as much advance notice as is practicable, and, at a minimum, with such notice within five working days after learning of the event. 4) An employee who fails to give 30 days' notice for a foreseeable leave with no reasonable basis for the delay may have his/her FML leave delayed until 30 days after the date on which the employee provides notice. 5) The University shall determine whether the employee is eligible and qualifies for FML and shall notify the employee, in writing, when the leave is designated or provisionally designated as FML. The duration and terms of the leave and the date of return are determined when the leave is granted. Extensions, if any, up to an aggregate of 12 workweeks in the leave year (or 26 workweeks in a single 12-month leave period if FML is being taken as Military Caregiver Leave or up to 4 months per pregnancy if FML is being taken as Pregnancy Disability Leave) may be granted in accordance with this Section.
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