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The Employee Relations Division plans and conducts labor negotiations, implements labor agreements, and assists managers and supervisors with employee issues, including corrective action.
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How do I know whether a request for time off should be considered FMLA?

In 17. Leaves of Absence
Tagged Employee Relations Handbook, Leave of Absence

An employee does not have to specifically request an “FMLA leave” and does not have to use the term “FMLA” or “Family and Medical Leave” to put a supervisor or manager on notice that the time off they are requesting may meet FMLA/CFRA provisions. Immediately contact the County’s ADA/TWA/LOA Coordinator for guidance if you have questions when an employee indicates to you that they need medical leave for a serious health condition. It is the employer’s responsibility, i.e. the County, to determine if requested leave is covered by the FMLA/CFRA, and to notify the employee in writing that his or her leave of absence is covered in whole or in part by the FMLA/CFRA.

2015-04-02
Previous Post: What is “Reduced” or “Intermittent” FMLA/CFRA leave?
Next Post: How does designating a leave of absence as FMLA/CFRA benefit the employee?


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Employee & Labor Relations