*A parent under the FMLA and FCA means a birth, adoptive or foster parent, or a person who stood "in loco parentis." "In loco parentis" is a legal term meaning a person who acted as the employee's parent, as a grandparent, aunt, or uncle might if the person's natural parent was deceased or otherwise not available.
If the answer to question 1 is "No," or if the answer to question 1 is "Yes" but the answers to all of the remaining questions are "No," then the leave request does not fall under the provisions of the FMLA or the FCA. Handle the leave request in accordance with normal departmental leave approval and processing procedures.
If the answer to question 1 is "Yes," and the answer to any of the remaining questions is also "Yes," the leave request may be covered by the FMLA, and the FCA and is evaluated to determine the employee's leave entitlements and supervisor's response requirements. Proceed to Step 2.
Determine whether the employee meets all of the FMLA eligibility criteria.
If the answer to any of questions 1-3 is "No," the employee's leave request is not covered by the FMLA because the FMLA eligibility threshold has not been met. The FMLA requires that the employer do two things when an employee requests leave that would otherwise be covered by the FMLA, but the employee does not meet FMLA eligibility criteria:
The supervisor should contact the unit's Human Resources Consultant (HRC) to discuss the employee's leave options. Complete the FMLA Notice as described in Step 4 below.
If the answers to questions 1-3 are "Yes," the employee's leave request may be covered by the FMLA. Proceed to Step 3.
If the employee's leave request is not covered by the FMLA, it may be covered the FCA if the answer to question 4 is "Yes." Proceed to Step 5.
The family care act does not specify requirements or procedures for obtaining health care provider certification of the child or family member's condition. Health care provider certification may be requested in accordance with University practice by using the Family Care Act Health Care Provider Certification form.
The FMLA allows an employer to obtain health care provider certification of an employee's need for leave. If certification will not be required, then unless there is specific information to the contrary, the family member's condition is presumed to be covered by the FMLA. Proceed to Step 4.
If health care provider certification will be required, the the appropriate UW Family and Medical Leave Certification form must be used as it has been designed to comply with the requirements of the FMLA. Supervisors who wish to obtain health care provider certification should discuss the certification requirement with the unit's HRC. Download a copy of the Family and Medical Leave Certification of Health Care Provider form and proceed to Step 4. (Updated health care provider certifications can be requested as often as 30 days, if necessary).
The FMLA requires that certain information be provided to an employee when a leave request that may be covered by the FMLA is approved or denied.
Supervisors who have questions about completion of the FMLA Notice form letter should contact their unit's HRC. Proceed to Step 5.
If the employee has requested leave to care for a family member with a serious health condition or to care for a child with a condition that requires treatment or supervision, the Family Care Act mandates that the employee be allowed to use any or all of the employee's choice of available paid leave (including shared leave) to cover the period of absence required by the family member's health condition.
Under the FCA the employee must follow the employer's leave policies in requesting the use of paid leave. There is no special correspondence or documentation that the FCA requires. Proceed to Step 6.
When an employee is within approximately two workweeks of the date he or she is to return to work from Family & Medical Leave and/or leave under the Family Care Act: