Form Wh-381 - Notice Of Eligibility And Rights And Responsibilities (Family And Medical Leave) - U.s. Department Of Labor - 2013 Page 2

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If your leave does qualify as FMLA leave you will have the following responsibilities while on FMLA leave (only checked blanks apply):

If the circumstances of your leave change, and you are able to return to work earlier than the date indicated on the this

form, you will be required to notify us at least two workdays prior to the date you intend to report for work.

If your leave does qualify as FMLA leave you will have the following rights while on FMLA leave:



You have a right under the FMLA for up to 12 weeks of unpaid leave in a 12‐month period calculated as:

the calendar year (January – December).

a fixed leave year based on ________________________________________________________________.

the 12-month period measured forward from the date of your first FMLA leave usage.

a “rolling” 12-month period measured backward from the date of any FMLA leave usage



You have a right under the FMLA for up to 26 weeks of unpaid leave in a single 12‐month period to care for a covered service member with a

serious injury or illness. This single 12‐month period commenced on ___________________________________________________________.



Your health benefits must be maintained during any period of unpaid leave under the same conditions as if you continued to work.



You must be reinstated to the same or an equivalent job with the same pay, benefits, and terms and conditions of employment on your return

from FMLA‐protected leave. (If your leave extends beyond the end of your FMLA entitlement, you do not have return rights under FMLA.)



If you do not return to work following FMLA leave for a reason other than: 1) the continuation, recurrence, or onset of a serious health

condition which would entitle you to FMLA leave; 2) the continuation, recurrence, or onset of a covered servicemember’s serious injury or

illness which would entitle you to FMLA leave; or 3) other circumstances beyond your control, you may be required to reimburse us for our

share of health insurance premiums paid on your behalf during your FMLA leave.



If we have not informed you above that you must use accrued paid leave while taking your unpaid FMLA leave entitlement, you have the right

to have ____ sick, ____vacation, and/or ___ other leave run concurrently with your unpaid leave entitlement, provided you meet any

applicable requirements of the leave policy. Applicable conditions related to the substitution of paid leave are referenced or set forth below. If

you do not meet the requirements for taking paid leave, you remain entitled to take unpaid FMLA leave.



____For a copy of conditions applicable to sick/vacation/other leave usage please refer to ____________ available at: _________________.



____Applicable conditions for use of paid leave:____________________________________________________________________________

Once we obtain the information from you as specified above, we will inform you, within 5 business days, whether your leave will be designated as

FMLA leave and count towards your FMLA leave entitlement. If you have any questions, please do not hesitate to contact:

Paige Cash

770-449-5300

_______________________________________________at ______________________________________.

PAPERWORK REDUCTION ACT NOTICE AND PUBLIC BURDEN STATEMENT

It is mandatory for employers to provide employees with notice of their eligibility for FMLA protection and their rights and responsibilities. 29 U.S.C. § 2617; 29

C.F.R. § 825.300(b), (c). It is mandatory for employers to retain a copy of this disclosure in their records for three years. 29 U.S.C. § 2616; 29 C.F.R. § 825.500.

Persons are not required to respond to this collection of information unless it displays a currently valid OMB control number. The Department of Labor estimates

that it will take an average of 10 minutes for respondents to complete this collection of information, including the time for reviewing instructions, searching existing

data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. If you have any comments regarding this

burden estimate or any other aspect of this collection information, including suggestions for reducing this burden, send them to the Administrator, Wage and Hour

Division, U.S. Department of Labor, Room S-3502, 200 Constitution Ave., NW, Washington, DC 20210. DO NOT SEND THE COMPLETED FORM TO THE

WAGE AND HOUR DIVISION.

Form WH‐381 Revised February 2013