FMLA Guidelines and Considerations

When submitting a request for FMLA designated leave, the employee agrees that they have read and understand the following:

• Medical certification from a physician or other qualified healthcare provider (using the appropriate Certification of Healthcare Provider form) will be required for leave due to my serious health condition or the serious health condition of my spouse, child, or parent.
• If approved, the leave will count towards my 12 weeks/480 hours of entitlement. FMLA leave is tracked on a calendar year basis. The calendar year for UMass is January 1 – December 31.
• I understand If my leave was approved for my own serious health condition, a return-to-work release from my healthcare provider is required prior to my return to work. The release must confirm that I am cleared to return to work and include any applicable work restrictions or accommodations.
• I understand that FMLA is unpaid leave, and that it is my responsibility to notify my supervisor on how I would like to use my available paid time while out on leave.
• I understand that it is my responsibility to contact Benefits to ensure continuing payment of my employee portion of insurance premiums.
• If the anticipated end date of my leave changes, it is my responsibility to communicate with my supervisor and the Employee Accommodations and Absence Support Team (EAAS) to request approval of the change.
• When requesting intermittent FMLA leave for planned medical treatment, I am obligated to schedule the treatment at a time that will not unduly disrupt my department’s operations.
• Re-certification may be required every 30 days, unless a specific period of time is designated in the initial certification (re-certification may be requested after the period elapses).