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1. Department manager submits request to have FMLA materials sent to faculty member.
2. Department manager notifies COLA HR. 
   
   1. Usually, someone from COLA HR is also cc:ed on the FMLA Award (or Denial) notifications sent by Leave Management in Central HR, but, if not, please forward those to us.
3. Return to Work: When returning from continuous FMLA, faculty must turn the Return to Work Release Form into the Department Manager (acting on behalf of the Chair): https://hr.utexas.edu/sites/default/files/return_work_release_form.pdf
4. The Department Manager keeps the completed form on file and notifies COLA HR that the employee is authorized to return
   1. Please refer to HR's FMLA guidance for complete information regarding returning to work, including returning with restrictions. Further steps will be required if the faculty member is not authorized to return to work full time.

Scenario 3: Faculty member will need to go on 100% Leave Without Pay and has available FMLA hours

1. Department Manager determines the date 100% LWOP needs to begin.
2. Department manager notifies COLA HR.
3. COLA HR will submit Faculty Request for Leave.
4. Department ensures faculty timesheets are completed, entering 8 hours per day of unpaid time off concurrent with 8 hours of FMLA per day, and noting in comments the date FMLA will be exhausted.
5. Once FMLA hours are exhausted, APS will adjust faculty member’s status in WD to “On Leave” and make any needed updates to timesheets.

Scenario 4: Faculty member will need to go on 100% Leave Without Pay and has no available FMLA hours

1. Department Manager determines the date 100% LWOP needs to begin.
2. Department manager notifies COLA HR. 
3. COLA HR will submit Faculty Request for Leave.
4. APS will adjust faculty member’s status in WD to “On Leave” and make any needed updates to timesheets.

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