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[allison04]

Jurisdiction/Place:

I have a couple questions regarding FMLA requirements of employers.
Is an employer required to notify an ee of how much FMLA time was used each time it was used.
i.e. ee had surgery and was out several weeks and was placed on FMLA for that time span, then placed on FMLA again for another "serious condition" at a later date but within the same 12month time span? Especially if FMLA runs concurrent with paid leave given by employer. Also are employers required to inform an employee they have used all of their FMLA once it has been exhausted? I'm very confused on what responsibilities of employers are under these circumstances. your help is appreciated!

[cbg]

I'm not quite sure what you're asking.

An employer is obligated to notify an employee that the time they are taking is being applied to FMLA. However, a single notification at the beginning of the leave is sufficient. They have no legal obligation to provide them with a running total each time the employee takes a day or a week or an hour that is applicable to FMLA. If the employee then has a second condition applicable to FMLA, whether it is or is not within the same 12 months, the employer needs to tell them that this condition is also applicable to FMLA.

Is that what you're asking?

[allison04]

sorry for the confusion.. I know I didn't explain it very well. yes that answered what I need to know. thanks

[allison04]

I found another question I forgot to add... Is an employer required to notify an ee once their FMLA leave has exhausted?