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1) In cases of an intermittent FMLA designation, the employee is responsible for
noting the dates of FMLA coverage on their timesheet.
2) Requests for intermittent leave not medically related (to provide child care after the
birth of a healthy child or placement of a healthy child for adoption or foster care
will not be approved).
e. Supervisors receiving medical notes or memos on an employee eligible for FMLA
should ensure that these documents are sent to the Financial Management Division.
f. Supervisors will not retain a copy of any FMLA requests or associated medical records
after being forwarded.
2. Employee absences covered by FMLA do not constitute an automatic excuse from court
attendance. (see ADM-385 Court Procedures for procedures relating absence from court
appearance.)
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