The twelve months need not be continuous or consecutive. Breaks in employment do not affect this total. It is a cumulative total of the number of months an employee has been employed by the University of Michigan. The 1,250 hours include only those hours actually worked. Paid or unpaid time away from work is not counted toward the 1,250 hour threshold.
Unpaid time includes excused time without pay, and leaves of absence.
Determining employee eligibility under the FMLA, providing notice of the use of the twelve weeks of FMLA eligibility, and maintaining records of FMLA usage is the responsibility of departments. Specifically, supervisors are responsible for recognizing an FMLA qualifying event, determining employee eligibility under the FMLA, providing written notice to the employee of the use of the employee's twelve weeks of FMLA eligibility, maintaining accurate records of FMLA usage, and providing an appropriate placement upon the employee's return to work. I. Provide written notice of the use of FMLA eligibility. Maintain a record of FMLA usage. Departments will maintain accurate records of the use of FMLA eligibility.