FMLA Tracker Form - Calendar - Fiscal Year Method - Employees with Set Schedule
Understanding this form
The FMLA Tracker Form is a document designed to help employers track Family and Medical Leave Act (FMLA) usage for employees with set schedules. This form is essential for accurately maintaining records based on a twelve-month period, whether calculated using the calendar year or a fiscal year. Unlike variable schedule tracking forms, this one specifically addresses employees whose work hours do not fluctuate, making it easier to track their leave accurately.
Main sections of this form
- Employee Name and SSN fields for identifying the employee.
- Start and end dates for the twelve-month leave period.
- Regular work schedule to determine leave hours available.
- Space to record FMLA leave requests and completion dates.
- Tracking the total hours of leave used.
When to use this document
This form should be used whenever you need to track FMLA leave for eligible employees who have a consistent work schedule. It is particularly useful during situations when employees request FMLA leave due to family or medical reasons, allowing employers to document and manage the leave effectively throughout the specified twelve-month period.
Who this form is for
- Human resources personnel managing employee leave.
- Employers with employees on a fixed work schedule.
- Administrators responsible for maintaining compliance with FMLA regulations.
Instructions for completing this form
- Enter the employee's name and Social Security Number.
- Specify the twelve-month period by filling in the start and end dates.
- Determine the employee's regular work schedule and enter the number of days and hours worked per week.
- Calculate the total hours of FMLA leave available and note it on the form.
- Document any requests for FMLA leave and the corresponding reasons.
- Record the total hours of leave used and start a new form for the next twelve-month period.
Is notarization required?
This form does not typically require notarization to be legally valid. However, some jurisdictions or document types may still require it. US Legal Forms provides secure online notarization powered by Notarize, available 24/7 for added convenience.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Common mistakes to avoid
- Not documenting the total hours of leave used accurately.
- Failing to update the form for a new twelve-month period.
- Using this form for employees with variable work schedules.
Advantages of online completion
- Convenient access and easy downloading from anywhere.
- Editable features allow you to customize the form as needed.
- Reliable templates drafted by licensed attorneys ensure compliance.
Legal use & context
- This form aids in maintaining proper records for FMLA compliance.
- Employers can ensure legal adherence while managing employee leave.
Key takeaways
- The FMLA Tracker Form is essential for tracking leave for employees with fixed schedules.
- Complete the form for each eligible employee and maintain accurate records.
- Stay compliant with FMLA regulations by documenting leave requests and hours used.
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FAQ
For example, 12 weeks of FMLA for an employee who works five-day workweeks equals 60 days. If an employee normally works 40 hours per week with occasional exceptions, that's 480 hours of FMLA leave.
The FMLA gives employers four ways to count the 12-month period (also called the "leave year") for FMLA purposes. Employers may use the calendar year.Some employers use a third method called "counting forward." In this system, the 12-month period officially begins on the first day an employee takes FMLA leave.
A. Under the regulations, an employer should request medical certification, in most cases, at the time an employee gives notice of the need for leave or within five business days. If the leave is unforeseen, the employer should request medical certification within five days after the leave begins.
The DOL provides a model Designation Notice (Form WH-382) that can be used to notify the employee whether his or her FMLA request has been approved or denied.
The amount of FMLA leave taken is divided by the number of hours the employee would have worked if the employee had not taken leave of any kind (including FMLA leave) to determine the proportion of the FMLA workweek used.
Calendar year. Another fixed 12-month period (business year, etc.) The 12 months measured forward from when an employee first takes leave, or. A rolling 12-month period measured backward from the date an employee uses any FMLA leave.
Federal Department of Labor regulations require an employee be incapacitated for three full consecutive days before the employee's "serious health condition" invokes the protection of the FMLA leave.
Under the ''rolling'' 12-month period, each time an employee takes FMLA leave, the remaining leave entitlement would be the balance of the 12 weeks which has not been used during the immediately preceding 12 months. Example 1: Michael requests three weeks of FMLA leave to begin on July 31st.
