How do I announce FMLA, intermittent to my supervisor?
June 21, 2017 8:11 PM Subscribe
My doc has signed off on FMLA, intermittent. How do I announce it to my supervisor and the timekeeper? Bonus: What does intermittent FMLA look like? (Please see most recent post "Workplace Hacks for Serenity" and know that it's gotten much, much worse. Without elaborating TOO much, I have used all the DBT skills, breathing, yoga, exercise and pharmaceutical interventions I know of, and nothing gets better. Perhaps only another job is the solution.)
I did FMLA in the past, but I was so sick I can't remember too much of anything, hence, this post.
Best answer: If you qualify for FMLA, your company likely has a disability insurer. You submit the paperwork to them, and if you're non-salary, you enter the days off as either intermittent LOA or unpaid and register that time with the disability insurer. You tell your supervisor, "Hey, I have a medical condition and I submitted my intermittent LOA paperwork." That's all your supervisor needs to know. Keep it as vague as possible. I have an intermittent LOA in place AND currently work part time coming back from disability leave.
posted by Ruki at 8:58 PM on June 21, 2017 [2 favorites]
posted by Ruki at 8:58 PM on June 21, 2017 [2 favorites]
Bonus: What does intermittent FMLA look like?
Do you mean, how is it scheduled? You're the one who decides that (or requests it, and they agree or give you a hard time about it.) If you go into it with questions about what's allowed, it will provide an opening for them to argue that you don't really need it, or try to keep you from taking days you really need. This is complicated if the reason you're taking leave is not one you want to discuss in detail with your bosses or HR. but decide how you want to do it -- half days, two days a week, every other week, whatever you're thinking would help most -- and present it as simple medical necessity.
When I took intermittent FMLA, it was easy to arrange week by week because I didn't mind explaining the reason (caring for an ill relative) and they understood I couldn't predict when I'd be needed suddenly. But I don't think they were legally required to be that flexible -- a nice place would let you be loose about time off as you go, but it may be safer to nail down a fixed schedule in advance.
the process really depends on who you are able to talk to and how hostile they are. The best way is to talk to your immediate supervisor first and find out from them how to approach it with HR -- maintains goodwill for when you come back. This is not possible if your people are awful. in that case, do the reverse: submit the formal request with paperwork to HR first and then, once you know it's going to be approved, tell your supervisor about the leave request and the scheduling details. You can then tell anybody else who needs to know if you don't trust your boss to do it. If you foresee any unpleasantness, rely heavily on "my doctor advised" to HR and "HR said" to everyone else. little emotion; few "I statements;" no apologies.
posted by queenofbithynia at 9:45 PM on June 21, 2017 [2 favorites]
Do you mean, how is it scheduled? You're the one who decides that (or requests it, and they agree or give you a hard time about it.) If you go into it with questions about what's allowed, it will provide an opening for them to argue that you don't really need it, or try to keep you from taking days you really need. This is complicated if the reason you're taking leave is not one you want to discuss in detail with your bosses or HR. but decide how you want to do it -- half days, two days a week, every other week, whatever you're thinking would help most -- and present it as simple medical necessity.
When I took intermittent FMLA, it was easy to arrange week by week because I didn't mind explaining the reason (caring for an ill relative) and they understood I couldn't predict when I'd be needed suddenly. But I don't think they were legally required to be that flexible -- a nice place would let you be loose about time off as you go, but it may be safer to nail down a fixed schedule in advance.
the process really depends on who you are able to talk to and how hostile they are. The best way is to talk to your immediate supervisor first and find out from them how to approach it with HR -- maintains goodwill for when you come back. This is not possible if your people are awful. in that case, do the reverse: submit the formal request with paperwork to HR first and then, once you know it's going to be approved, tell your supervisor about the leave request and the scheduling details. You can then tell anybody else who needs to know if you don't trust your boss to do it. If you foresee any unpleasantness, rely heavily on "my doctor advised" to HR and "HR said" to everyone else. little emotion; few "I statements;" no apologies.
posted by queenofbithynia at 9:45 PM on June 21, 2017 [2 favorites]
When I did it, I submitted it to HR, HR approved that everything was in order. My boss got an email stating such. My doctor wrote exactly what my intermittent was to look like (how much I could work) and when that changed my forms we're updated by my doc. That may not be your case.
HR also managed all my benefits questions and did whatever payroll stuff they needed to handle (and was clear about what I would need to handle as well).
posted by AlexiaSky at 12:23 AM on June 22, 2017 [1 favorite]
HR also managed all my benefits questions and did whatever payroll stuff they needed to handle (and was clear about what I would need to handle as well).
posted by AlexiaSky at 12:23 AM on June 22, 2017 [1 favorite]
Response by poster: the process really depends on who you are able to talk to and how hostile they are.
We have an HR department. I think you only go there when you apply, when you are hired and when you are in trouble (smile). Things are reshuffling, and I was directed to risk management (part of HR) for the FMLA application.
When I brought in my doctor's note for reasonable accommodations in earlier this year to my manager's manager, they remarked HR hadn't given them a copy, so I hate to rely on HR. My direct manager has as much as put in writing (in my last review) that he is not in my corner (but his supervisor is, why I was meeting with them and not him) so I've been doing only necessary communication with him (obviously this is necessary). I will discuss this today at my doctor's appointment.
posted by intrepid_simpleton at 7:18 AM on June 22, 2017
We have an HR department. I think you only go there when you apply, when you are hired and when you are in trouble (smile). Things are reshuffling, and I was directed to risk management (part of HR) for the FMLA application.
When I brought in my doctor's note for reasonable accommodations in earlier this year to my manager's manager, they remarked HR hadn't given them a copy, so I hate to rely on HR. My direct manager has as much as put in writing (in my last review) that he is not in my corner (but his supervisor is, why I was meeting with them and not him) so I've been doing only necessary communication with him (obviously this is necessary). I will discuss this today at my doctor's appointment.
posted by intrepid_simpleton at 7:18 AM on June 22, 2017
When I brought in my doctor's note for reasonable accommodations in earlier this year to my manager's manager, they remarked HR hadn't given them a copy, so I hate to rely on HR.
That's not necessarily a red flag. This is how my employer does it, because it's better if your manager doesn't know any details about your condition. It's better for you and also better for your employer – if your manager knows what you're dealing with, it may affect how they treat you in a way that exposes the employer to claims of disability discrimination. It's better if what they know is "intrepid_simpleton has a letter of reasonable accommodation on file with HR; here are the in-office accommodations they need [if this applies]; here are the guidelines for when they'll be using intermittent leave and how to notify us about it. If you have questions about their ability to perform the job requirements, contact HR."
posted by Lexica at 10:59 AM on June 22, 2017
That's not necessarily a red flag. This is how my employer does it, because it's better if your manager doesn't know any details about your condition. It's better for you and also better for your employer – if your manager knows what you're dealing with, it may affect how they treat you in a way that exposes the employer to claims of disability discrimination. It's better if what they know is "intrepid_simpleton has a letter of reasonable accommodation on file with HR; here are the in-office accommodations they need [if this applies]; here are the guidelines for when they'll be using intermittent leave and how to notify us about it. If you have questions about their ability to perform the job requirements, contact HR."
posted by Lexica at 10:59 AM on June 22, 2017
I recently took intermittent FMLA time. My hr person did not share the reason with my manager because there is no need for them to know. All my manager saw was "leave approved" and the dates.
posted by zippy at 12:10 PM on June 22, 2017
posted by zippy at 12:10 PM on June 22, 2017
So to answer your question, you file with HR, they confirm that you qualify, you give them as specific a heads up about which days as you can, then you take your days.
posted by zippy at 12:14 PM on June 22, 2017
posted by zippy at 12:14 PM on June 22, 2017
I have intermittent FMLA. Everything goes through HR. My supervisor doesn't know what my FMLA is for, just that it is approved. My supervisor lets the time keeper know as to designate my leave with the appropriate pay code.
What it looks like: I tell my supervisor I will be off x day, what type of leave I want to use OR I call in sick on the day I'm scheduled to work and when I return to work I let my supervisor know it was for FMLA reasons.
posted by rainygrl716 at 2:02 PM on June 22, 2017
What it looks like: I tell my supervisor I will be off x day, what type of leave I want to use OR I call in sick on the day I'm scheduled to work and when I return to work I let my supervisor know it was for FMLA reasons.
posted by rainygrl716 at 2:02 PM on June 22, 2017
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posted by decathecting at 8:25 PM on June 21, 2017 [2 favorites]