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Designation Notice, form WH-382 – informs the employee whether the FMLA leave request is approved; also informs the employee of the amount of leave that is designated and counted against the employee’s FMLA entitlement. An employer may also use this form to inform the employee that the certification is incomplete or insufficient and ...
Leave covered under the Family and Medical Leave Act (FMLA) must be designated as FMLA-protected and the employer must inform the employee of the amount of leave that will be counted against the employee’s FMLA leave entitlement.
January 2024. The Family and Medical Leave Act (FMLA) provides job-protected leave from work for family and medical reasons. This fact sheet explains employers’ obligations to provide employees information about their FMLA rights and responsibilities.
Designation Notice. The most notable change to the designation form might be the DOL's effort to outline the steps that an employee should take to amend an incomplete or insufficient...
Using FMLA leave on November 8, 2024, begins the employee’s 12-month FMLA period which will end on November 7, 2025. The employee substitutes paid parental leave (PPL) for unpaid FMLA leave based on the birth of a child.
When an eligible employee takes time off for an FMLA-qualifying reason, the employer is required to designate the absence as FMLA leave and give written notice of the designation to the employee.
Designation Notice, form WH-382: Informs the employee whether the FMLA leave request is approved; also informs the employee of the amount of leave that is designated and counted against the employee’s FMLA entitlement. An employer may also use this form to inform the employee that the certification is incomplete or insufficient and additional ...
FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women.
Designation Notice. The Notice makes clear that employers are obligated to designate FMLA leave whenever leave is covered by FMLA, even if the employee and/or employer do not want FMLA to apply. This harkens back to its 2019 opinion letters in which DOL made clear that “neither the employee nor the employer may decline FMLA protection for leave.”
The updated Designation Notice includes a new section regarding “Incomplete or Insufficient” leave certifications, and provides space for the employer to explain what information is needed to make the certification complete or sufficient.