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• Notify the employee of his/her status as a "key" employee in response to the employee's <br />notice of Intent to take FMLA leave; <br />• Notify the employee as soon as the employer decides it will deny job restoration and <br />explain ft reasons for this decision; <br />• offer the employee a reasonable opportunity to retum to work from FIVILA leave after <br />giving this notice; and <br />• Make a final determination as to whether reinstatement will be denied at the end of the <br />leave period if the employee then requests restoration. <br />4 Mi 77T.-IK116) Tisw=A 2-773-712WU 7 -Arg, T"PAT777"79 <br />employees within 75 miles of the work site. <br />Employees seeking to usU-Ftylflf'�% isave are rUqT=rf7-Pr7 , I �f'i I <br />take FMLA leave when the need is foreseeable and such notice is practicable. Employers may also <br />require employees to provide: <br />Medical certification supporting the need for leave due to a serious health condition affecting <br />the employee or an immediate bmily member; <br />Second or third medical opinions (at the employees expense) and perlodlc recertification; <br />and <br />Periodic reports during FMLA leave regarding the employee's status and intent toreturn t' -f <br />work. <br />V-- <br />io unduly disrupt the employer's operation. <br />Covered employers must inform employees of their rights and responsibilities under FIVILA, including <br />giving specific written Infori-nation on what is. required of the employee and what might happen ir, <br />certain circumstances, such as if the employee fails to return to work after FMLA leave. <br />VhkFVLAICITS <br />It Is unlawful for any empi W.—.- - I <br />FMLA. It is also unlawful for an employer to terminate or discriminate against any individual for <br />opposing any practice, or because of involvement in any proceeding, related to FMI-A. <br />The Wage and it Division investigates complaints. if violations cannot be satisfactorily resolved, <br />the U.S. Department of Labor may bring action in court to compel compliance. Indduals may also <br />bring a private civil action against an employer for violabons. <br />ILA <br />