Common use of When should I give notice of the need for FMLA leave Clause in Contracts

When should I give notice of the need for FMLA leave. If the need for FMLA leave is foreseeable, you must give at least thirty (30)-days notice of your intent to use the leave (i.e., for birth of a child, adoption, xxxxxx placement, or planned medical treatment for yourself or a family member). If the employee fails to give thirty (30)-days notice, the District reserves the right to delay the employee’s FMLA leave until at least thirty (30) days after the employee makes the leave request. When the need for FMLA is unexpected, you must provide notice as soon as possible after the need for the leave is known. At the time of requesting any time off work, employees are required to complete district-approved forms for leave utilization. When any time off work is requested, the District will inquire about the circumstances to determine if the requested time off appears to qualify as FMLA leave. Any time off work request determined by the District to qualify as FMLA leave will be credited against the employee’s FMLA leave for the twelve-month rolling period described in Section 2(A) of this policy. Employees will be told whether the time off work requested is determined to be FMLA leave before the start of the requested leave, or as soon thereafter as practical.

When should I give notice of the need for FMLA leave. If the need for FMLA leave is foreseeable, you must give at least thirty (30)-days thirty-days notice of your intent to use the leave (i.e., for birth of a child, adoption, xxxxxx placement, or planned medical treatment for yourself or a family member). If the employee fails to give thirty (30)-days thirty-days notice, the District reserves the right to delay the employee’s FMLA leave until at least thirty (30) days after the employee makes the leave request. When the need for FMLA is unexpected, you must provide notice as soon as possible after the need for the leave is known. At the time of requesting any time off work, employees are required to complete districtDistrict-approved forms for leave utilization. When any time off work is requested, the District will inquire about the circumstances to determine if the requested time off appears to qualify as FMLA leave. Any time off work request determined by the District to qualify as FMLA leave will be credited against the employee’s FMLA leave for the twelve-month rolling period described in Section 2(A) of this policy. Employees will be told whether the time off work requested is determined to be FMLA leave before the start of the requested leave, or as soon thereafter as practical.

When should I give notice of the need for FMLA leave. If the need for FMLA leave is foreseeable, you must give at least thirty (30)-days notice of your intent to use the leave (i.e., for birth of a child, adoption, xxxxxx placement, or planned medical treatment for yourself or a family member). If the employee fails to give thirty (30)-days notice, the District reserves the right to delay the employee’s FMLA leave until at least thirty (30) days after the employee makes the leave request. When the need for FMLA is unexpected, you must provide notice as soon as possible after the need for the leave is known. At the time of requesting any time off work, employees are required to complete district-district- approved forms for leave utilization. When any time off work is requested, the District will inquire about the circumstances to determine if the requested time off appears to qualify as FMLA leave. Any time off work request determined by the District to qualify as FMLA leave will be credited against the employee’s FMLA leave for the twelve-twelve- month rolling period described in Section 2(A) of this policy. Employees will be told whether the time off work requested is determined to be FMLA leave before the start of the requested leave, or as soon thereafter as practical.

When should I give notice of the need for FMLA leave. If the need for FMLA leave is foreseeable, you must give at least thirty (30)-days thirty-days notice of your intent to use the leave (i.e., for birth of a child, adoption, xxxxxx placement, or planned medical treatment for yourself or a family member). If the employee fails to give thirty (30)-days thirty-days notice, the District reserves the right to delay the employee’s FMLA leave until at least thirty (30) days after the employee makes the leave request. When the need for FMLA is unexpected, you must provide notice as soon as possible after the need for the leave is known. At the time of requesting any time off work, employees are required to complete district-District- approved forms for leave utilization. When any time off work is requested, the District will inquire about the circumstances to determine if the requested time off appears to qualify as FMLA leave. Any time off work request determined by the District to qualify as FMLA leave will be credited against the employee’s FMLA leave for the twelve-month rolling period described in Section 2(A) of this policy. Employees will be told whether the time off work requested is determined to be FMLA leave before the start of the requested leave, or as soon thereafter as practical.