Phoenix Arizona Letter Advising Employee that FMLA Leave is About to End

• Category: Employment - Leave - Family and Medical Leave Act (FMLA)
• State: Multi-State
• City: Phoenix
• 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. Subject: Important Notice — FMLA Leave Expiration Alert for Phoenix, Arizona Employees Dear [Employee's Name], We hope this message finds you in good health and high spirits. As your trusted employer, we wanted to inform you about the upcoming expiration of your Family and Medical Leave Act (FMLA) leave entitlement. It is imperative to stay cognizant of important developments regarding your leave status, and this letter aims to provide you with comprehensive information regarding the conclusion of your FMLA leave. First and foremost, we would like to express our support for your well-being throughout the duration of your leave and extend our best wishes for your full recovery. We understand that your FMLA leave was granted due to medical circumstances that temporarily hindered your ability to perform your work responsibilities efficiently. As such, we hope that your well-being has improved significantly during this time. Please be aware that your FMLA leave is anticipated to conclude on [insert date]. This means that you will be expected to resume your regular work duties immediately following the expiration date. We kindly ask you to report back to work on [insert date], as agreed upon when your FMLA leave was initially approved. In anticipation of your return to work, we kindly request that you notify your direct supervisor or the Human Resources department at least three business days before your designated return date. This will allow us to make any necessary arrangements and prepare for your smooth transition back into the workplace. In compliance with the FMLA guidelines, we understand that certain medical conditions may require follow-up appointments, ongoing treatment, or schedule adjustments upon your return. We will closely collaborate with you to ensure a supportive and accommodating work environment. Please inform us as early as possible if you anticipate any continuing medical needs or reasonable accommodations, so we can discuss the necessary arrangements together. While your FMLA leave may be coming to an end, we prioritize your health and well-being above all else. As such, we encourage you to engage in an open and transparent conversation with your immediate supervisor or the HR department regarding any lingering concerns or questions you may have as you prepare to return to work. We greatly value your commitment and dedication as a team member and appreciate your communication throughout this leave period. Our company is eager to welcome you back to an environment where your contributions are acknowledged and cherished. Wishing you continued recovery and looking forward to your return. Warm regards, [Your Name] [Your Position] [Company Name] [Company Contact Information] Keywords: Phoenix Arizona, letter advising employee, FMLA leave expiration, return to work, medical conditions, continuity of care, reasonable accommodations, post-FMLA transition, workplace support.

Subject: Important Notice — FMLA Leave Expiration Alert for Phoenix, Arizona Employees Dear [Employee's Name], We hope this message finds you in good health and high spirits. As your trusted employer, we wanted to inform you about the upcoming expiration of your Family and Medical Leave Act (FMLA) leave entitlement. It is imperative to stay cognizant of important developments regarding your leave status, and this letter aims to provide you with comprehensive information regarding the conclusion of your FMLA leave. First and foremost, we would like to express our support for your well-being throughout the duration of your leave and extend our best wishes for your full recovery. We understand that your FMLA leave was granted due to medical circumstances that temporarily hindered your ability to perform your work responsibilities efficiently. As such, we hope that your well-being has improved significantly during this time. Please be aware that your FMLA leave is anticipated to conclude on [insert date]. This means that you will be expected to resume your regular work duties immediately following the expiration date. We kindly ask you to report back to work on [insert date], as agreed upon when your FMLA leave was initially approved. In anticipation of your return to work, we kindly request that you notify your direct supervisor or the Human Resources department at least three business days before your designated return date. This will allow us to make any necessary arrangements and prepare for your smooth transition back into the workplace. In compliance with the FMLA guidelines, we understand that certain medical conditions may require follow-up appointments, ongoing treatment, or schedule adjustments upon your return. We will closely collaborate with you to ensure a supportive and accommodating work environment. Please inform us as early as possible if you anticipate any continuing medical needs or reasonable accommodations, so we can discuss the necessary arrangements together. While your FMLA leave may be coming to an end, we prioritize your health and well-being above all else. As such, we encourage you to engage in an open and transparent conversation with your immediate supervisor or the HR department regarding any lingering concerns or questions you may have as you prepare to return to work. We greatly value your commitment and dedication as a team member and appreciate your communication throughout this leave period. Our company is eager to welcome you back to an environment where your contributions are acknowledged and cherished. Wishing you continued recovery and looking forward to your return. Warm regards, [Your Name] [Your Position] [Company Name] [Company Contact Information] Keywords: Phoenix Arizona, letter advising employee, FMLA leave expiration, return to work, medical conditions, continuity of care, reasonable accommodations, post-FMLA transition, workplace support.