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Foreseeable Need
According to the FMLA, an employee must provide his/her department with at least 30 days’ notice before FMLA leave is to begin, if it is feasible. Examples of a foreseeable need may include an expected birth, placement for adoption or foster care, or planned medical treatment.
If a leave is anticipated but a definite leave date is not practicable, the employee must give at least verbal notification to his/her supervisor within one to two business days of when the need for a leave becomes known to the employee.
When planning medical treatment, the employee must make a reasonable effort to schedule the leave so as not to unduly disrupt the operations at the worksite.
Unforeseeable Need
Employees must give notice to their department within one or two working days of learning of the need for leave, except in extraordinary circumstances where such notice is not feasible. The employee should contact his/her supervisor either in person or by telephone, telegraph, facsimile machine or other electronic means. Notice may be given by the employee’s spokesperson if the employee is unable to do so personally.
The employee does not need to expressly assert rights under the FMLA or even mention the FMLA, but must state that leave is needed and the reason for the leave.
The Department or Supervisor receiving a leave of absence request must advise the Human Resource Services Office of the request as soon as possible. Human Resource Services will then send the appropriate forms to the employee for completion. Questions about FMLA leave should be directed to Human Resource Services.
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