FMLA FMLA Notice Requirements & Employee Obligations

Question 1

When the need for FMLA leave is foreseeable, how many days advance notice must an employee provide?

Accepted Answer

30 days

Answer

7 days

Answer

14 days

Answer

60 days

Question 2

Which of the following is sufficient notice for an employee to trigger the employer's FMLA obligations?

Accepted Answer

Calling in to say you have back surgery next week and will be out for at least two weeks

Answer

Emailing that you need a personal day tomorrow

Answer

Texting that you are not feeling well and won't be in

Answer

Submitting a general vacation request

Question 3

An employee on intermittent FMLA leave must notify the employer of unforeseeable absences when?

Accepted Answer

As soon as practicable, generally the same day or the next business day

Answer

At least 24 hours before each absence

Answer

Within 3 business days

Answer

Within 1 week

Question 4

An employee asks a coworker to call the employer and report the absence due to an FMLA condition. Is this sufficient notice?

Accepted Answer

Yes, if the coworker provides sufficient information about the qualifying reason

Answer

No, the employee must always call personally

Answer

Only if the coworker submits a written statement

Answer

No, only HR can accept FMLA notice

Question 5

Which notice situation allows an employer to delay the start of FMLA leave?

Accepted Answer

When the employee fails to provide 30 days advance notice for foreseeable leave without a reasonable excuse

Answer

When the employee is incapacitated and a family member gave notice

Answer

When the leave is for an emergency qualifying exigency

Answer

When the employee's certification is still pending

Question 6

What is an employer's obligation if it recognizes that an employee's absence is FMLA-qualifying but the employee has not mentioned FMLA?

Accepted Answer

Notify the employee of their potential FMLA rights and begin the designation process

Answer

Wait until the employee explicitly requests FMLA

Answer

Deny the leave since FMLA was not invoked

Answer

Contact the employee's doctor without the employee's knowledge