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Family and Medical Leave Claim Initiation

1. It is the responsibility of the employee to initiate an FML claim; however, under certain circumstances, the Chief Human Resources Office (CHRO) or designee may initiate the claim on behalf of an employee based on information from the employee, or his/her representative (e.g. Spouse, adult family member, or other responsible party) if incapacitated.

2. An employee shall provide the appropriate medical certification within fifteen (15) days after the date that a Serious Health Condition began or the birth of a child occurs, unless not practicable to do so, before taking FML. An employee shall provide the appropriate, legal certification of adoption or foster child placement, as soon as practicable, before taking FML.

3. When the need for leave is unforeseeable, an employee shall give notice as soon as practicable but no less than two (2) working days of learning of the need for leave. If this is not possible due to a medical emergency, then the employee or the employee's designee shall give verbal or written notice.

4. The employee is responsible for providing any and all required forms and certifications to the FML administrator meeting all deadlines as indicated under VII-7.50-GC – UMGC Policy on Family and Medical Leave for Staff and Faculty Employees and the Family Medical Leave Act. If the required deadlines are missed and/or required forms are missing or incomplete and deficiencies are not corrected within seven (7) calendar days of notification of the deficiencies, the employee's claim may be closed.

Job Protection - Restoration of Key Employees

1. If it is necessary to prevent substantial and grievous economic injury to UMGC, the CHRO or designee may deny Restoration to a Key Employee.

2. When practicable, the CHRO or designee shall provide the notice described in Section II.A.2. of this procedure at least one calendar week prior to the employee starting the leave. If such notice is provided after the leave commences, then the President also shall provide the employee a period of at least fifteen (15) working days from receipt of the notice to return to his/her position.