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- Customer notifies HR of their need to take a leave of absence
- HR determines whether or not the employee is FMLA eligible
- verify date of hire in Employee Master
- If the employee is a Full-Time Teacher and has been employed with the district for 1 year, they are considered to be FMLA eligible
- Review the medical documentation to verify it is sufficient (includes symptoms, diagnosis, first date not working, and estimated return to work date)
- Note: medical documentation is not required until the certificated staff member has been off work for 10 days
- Note: medical documentation is not required until the certificated staff member has been off work for 10 days
- Leave of Absence Representative forwards the request to Mary Anne Baum and Mira Wright, both Mary Ann and Mira approve the leave (why wouldn't a leave be approved? What happens if the leave isn't approved? What are Mary Anne and Mira basing their approval on?)
- Enter the PA in Munis
- N36 Paid leave of absence
- 355 – FMLA or other
- Comment include FMLA end date(60 days from date they went on leave)
- On other tab, enter estimated return date
- Employee Master – status FMLA Paid Leave
- Execute to update status to Job/Salary
- Scan documents into TCM
- Verify base record status was upated
- Update the FMLA sick days or FMLA sick hours (320, 321??)(classified screen 13)
- Start date should match first date on leave
- End date should be last date they are FMLA eligible
- Accept
- Release PA
- Go to Employee Accruals screen
- On FMLA record, enter the back of days/hours in SOY Balance
- Update start date and end date with FMLA eligibility date
Sick leave hours are charged through SEMS. For the people who don’t go through SEMS, short term the building secretary or someone fills out an absence form
***Run report on a biweekly basis to identify LOA people who should be paid***
Returning from Leave
Send email to supervisor, copy Linda B