Donna, I want to thank you for taking the time to respond. I did not include your message with this post because it was far too long and most of it seemed to be addressed to the person that posted the original question. Hopefully, others that use this forum will find it helpful. With regard to the first point that I asked you to clarify, it appears that you are referring to the no-fault attendance provision of the FMLA when you mention a "termination period." We do not have a no-fault attendance policy. Although we may terminate an employee after they have been on leave for 6 months, this is not an absolute and is not contrary to the FMLA. The second point concerned your statement to the effect that if a notice is not sent to the employee at the start of the 12 week period it may not be done retro-actively, which is not accurate. There are very strict instances as to when an employer may apply the 12 weeks to FML after the employee returns, but it is permitted under the Act. Thanks again for the clarifications. Jeff Martin. -----Original Message----- From: Donna Hare <[EMAIL PROTECTED]> To: payroll-taxes-list <[EMAIL PROTECTED]> Date: Tuesday, September 14, 1999 5:33 PM Subject: Re: FMLA ----- To UNSUBSCRIBE to this list, send an email to: <[EMAIL PROTECTED]>. Put this phrase in the subject line: "unsubscribe payroll-taxes-list"
