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Iowa State University FMLA Release To Return To Work 2013
Get Iowa State University FMLA Release To Return To Work 2013-2024
E and the employee s health care provider and returned to the employee s supervisor at least two business days prior to the employee returning to work. The department must furnish University Human Resources with a copy of the return to work release. If there are any questions regarding work restrictions, please contact University Human Resources at (515) 294-3753. Failure to complete and return this form may result in the employee s return to work being delayed. To be completed by Employee.
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FAQ
Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles.
An FMLA serious health condition generally involves a period of incapacity. Incapacity means an individual is unable to work, attend school, or perform other regular daily activities because of the serious health condition, due to treatment of it, or for recovery from the condition.
Eligible State of Iowa employees are entitled to up to 12 work weeks of FMLA leave in a fiscal year (up to 26 weeks for Military Caregiver Leave in a single 12-month period).
The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 workweeks of unpaid leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave.
Do I have to return to work to quit? FMLA does not require that you must return to your employment at the end of your leave of absence, or provide two weeks notice of not returning to the company. Unfortunately, you may be immediately terminated if you provide two weeks notice.
If the employee does not provide such certification in a timely manner (within 30 days), or the reason for not returning to work is due to other circumstances beyond the employee's control, the employer may recover all of the health benefit premiums it paid during the period of unpaid FMLA leave.
If you are unable to return to work by the expiration of leave due to your own medical impairment, you may request a leave extension as an accommodation under the Americans with Disabilities Act (ADA).
For instance, even if an employee has taken the full 12 weeks of FMLA leave, it is possible that an employer may have to provide additional unpaid leave as a reasonable accommodation.
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