Wisconsin Letter Advising Employee that FMLA Leave is About to End

• Category: Employment - Leave - Family and Medical Leave Act (FMLA)
• State: Multi-State
• Control #: US-AHI-207
• Format: Word

Description

This AHI letter is optional, as the law only requires you to inform employees of their FMLA entitlement when leave commences. Wisconsin Letter Advising Employee that FMLA Leave is About to End 1. Introduction: Welcome back and congratulations on successfully completing your Family and Medical Leave Act (FMLA) leave in Wisconsin. We would like to inform you that your FMLA leave is about to end, and it is important for you to be aware of the upcoming changes to your employment status. 2. Employee Rights and Obligations: Under the FMLA, employers in Wisconsin are required to provide eligible employees with up to 12 weeks of unpaid leave for qualifying reasons such as personal illness, the care of a family member, or the birth/adoption of a child. However, it is important to note that once your allotted FMLA leave is exhausted, your employer is not obligated to provide any additional protected leave. 3. FMLA Leave Expiration Notice: As stated in our previous communications, your FMLA leave is set to expire on [expiration date]. As this date approaches, please prepare to return to work promptly in order to resume your job responsibilities. Understanding your specific return-to-work requirements and deadlines is crucial. 4. Return-to-Work Procedures: Upon your return, please report to [supervisor's/HR] to discuss the necessary paperwork, any medical certification requirements, and to update any changes in your contact information. It is vital to follow these procedures to ensure a seamless transition back to your role and secure your employment record. 5. Modified Duty or Accommodations: If you have any lingering health conditions or are unable to perform all the duties of your previous position, we encourage you to provide medical documentation to support your request for reasonable accommodations. We will review your case based on your physician's recommendations to determine if modified duties or workplace adjustments are feasible within the confines of your job role. 6. Attendance and Performance Expectations: Upon your return, you are expected to adhere to regular work attendance policies and meet the performance expectations outlined in your job description. Failure to meet these requirements may result in disciplinary actions in accordance with our company policies. 7. Further Assistance and Information: If you have any questions, concerns, or require additional support, please do not hesitate to contact [HR representative's name] or the Human Resources department. We understand that post-leave adjustments can be challenging, and we are here to assist you in any way we can. Types of Wisconsin Letters Advising Employee that FMLA Leave is About to End: — Standard FMLA Leave Expiration Notice: Providing notice to an employee that their FMLA leave is about to end and reminding them to prepare for their return to work. — FMLA Leave Extension Denial Notice: Informing an employee that their request for an extended FMLA leave has been denied, and their initial FMLA leave is about to end. — Conditional Return-to-Work Notice: Clarifying specific requirements or conditions that an employee must meet before returning to work following their FMLA leave. This may include medical certifications, fitness-for-work clearances, or accommodations. — Modified Duty Offer Letter: Outlining the modified job responsibilities, hours, or accommodations that an employer is willing to offer an employee who is unable to resume their previous role after FMLA leave due to health or medical reasons.

Wisconsin Letter Advising Employee that FMLA Leave is About to End 1. Introduction: Welcome back and congratulations on successfully completing your Family and Medical Leave Act (FMLA) leave in Wisconsin. We would like to inform you that your FMLA leave is about to end, and it is important for you to be aware of the upcoming changes to your employment status. 2. Employee Rights and Obligations: Under the FMLA, employers in Wisconsin are required to provide eligible employees with up to 12 weeks of unpaid leave for qualifying reasons such as personal illness, the care of a family member, or the birth/adoption of a child. However, it is important to note that once your allotted FMLA leave is exhausted, your employer is not obligated to provide any additional protected leave. 3. FMLA Leave Expiration Notice: As stated in our previous communications, your FMLA leave is set to expire on [expiration date]. As this date approaches, please prepare to return to work promptly in order to resume your job responsibilities. Understanding your specific return-to-work requirements and deadlines is crucial. 4. Return-to-Work Procedures: Upon your return, please report to [supervisor's/HR] to discuss the necessary paperwork, any medical certification requirements, and to update any changes in your contact information. It is vital to follow these procedures to ensure a seamless transition back to your role and secure your employment record. 5. Modified Duty or Accommodations: If you have any lingering health conditions or are unable to perform all the duties of your previous position, we encourage you to provide medical documentation to support your request for reasonable accommodations. We will review your case based on your physician's recommendations to determine if modified duties or workplace adjustments are feasible within the confines of your job role. 6. Attendance and Performance Expectations: Upon your return, you are expected to adhere to regular work attendance policies and meet the performance expectations outlined in your job description. Failure to meet these requirements may result in disciplinary actions in accordance with our company policies. 7. Further Assistance and Information: If you have any questions, concerns, or require additional support, please do not hesitate to contact [HR representative's name] or the Human Resources department. We understand that post-leave adjustments can be challenging, and we are here to assist you in any way we can. Types of Wisconsin Letters Advising Employee that FMLA Leave is About to End: — Standard FMLA Leave Expiration Notice: Providing notice to an employee that their FMLA leave is about to end and reminding them to prepare for their return to work. — FMLA Leave Extension Denial Notice: Informing an employee that their request for an extended FMLA leave has been denied, and their initial FMLA leave is about to end. — Conditional Return-to-Work Notice: Clarifying specific requirements or conditions that an employee must meet before returning to work following their FMLA leave. This may include medical certifications, fitness-for-work clearances, or accommodations. — Modified Duty Offer Letter: Outlining the modified job responsibilities, hours, or accommodations that an employer is willing to offer an employee who is unable to resume their previous role after FMLA leave due to health or medical reasons.