When an employee’s need for leave is foreseeable, based on an expected birth, a planned placement for adoption or foster care, or a planned medical procedure or treatment, an employee must give at least 30 days’ notice. If 30 days’ notice is not possible, an employee is required to provide notice “as soon as practicable.” Employees must also provide notice as soon as practicable for foreseeable leave relating to a family member’s call to military duty.
When the need for leave is unforeseeable, employees are required to provide notice as soon as practicable, considering the facts and circumstances of the particular case. Notice is generally expected to be within the time prescribed by your company’s usual-and-customary notice requirements applicable to the leave.
You should contact your HR representative for more information on FMLA medical certifications.
You should contact your HR representative or your company's FMLA policy to see whether your company runs FMLA leave concurrently with short-term disability or workers’ compensation benefits.
In addition, you should ensure that you are consistently administering FMLA leaves according to your company’s FMLA policy.
For more information on the FMLA, please click here.
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Life Insurance Company of North America is not licensed in New York and does not conduct insurance business in New York.