Legal Notices Benefits for 2025
Tacodeli
Generally, employees must give 30- days’ advance notice of the need for FMLA leave. If it is not possible to give 30 - days’
notice, an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures.
Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can
determine if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the
employee is or will be unable to perform his or her job functions, that a family member cannot perform daily activities, or
that hospitalization or continuing medical treatment is necessary. Employees must inform the employer if the need for leave
is for a reason for which FMLA leave was previously taken or certified.
Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines
that the certification is incomplete, it must provide a written notice indicating what additional information is required.
Employer Responsibilities
Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the
employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights
and responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.
Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated
as FMLA leave.
Enforcement
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit
against an employer.
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective
bargaining agreement that provides greater family or medical leave rights.
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This booklet provides only a summary of your benefits. All services described within are subject to the definitions, limitations, and exclusions set forth in each insurance carrier or provider’s contract.
2025 Employee Benefit Guide
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