Fraudulence An employee who fraudulently obtains an FMLA leave is subject to disciplinary action, up to and including termination. Resolution of problems Employees have the right to a prompt investigation and response to a question or problem concerning the application of this policy and the Family and Medical Leave Act of 1993. If a department head does not satisfactorily resolve the employee's concerns, he or she may take the inquiry or problem to the campus human resources director for immediate attention. The campus human resources director is to respond within two weeks. Department reponsbilities Provide access to information Departments are to provide information about the FMLA to all employees by posting notices in conspicuous places within the department.
Notices are available from the campus human resources department.
Also, information concerning the Family and Medical Leave Act of 1993 is to be included in new editions of handbooks or publications that contain personnel policies or practices. Once a department is aware that an employee's absence qualifies under the FMLA, the department head or designee is to promptly notify the employee t hat the leave is designated and counts as an FMLA leave. Unless extenuating circumstances exist, department heads or desginees are to notify the employee within two business days. Notification consists of the items listed below. Reasons to deny or delay an FMLA request Departments may deny or delay an employee's FMLA rights for the reasons listed below.