GateHouse Treatment recognizes that when addiction hits close to home, it can feel complicated and overwhelming. However, the challenge of obtaining treatment or utilizing the Family Medical Leave Act (FMLA) should never prevent anyone from getting the help needed for a better quality of life free from substance abuse and active addiction.
The FMLA offers those struggling with addiction essential solutions for taking time off work to receive treatment for substance abuse or mental health issues without losing the employment they’ve worked diligently to establish.
The following is the third in a series of blogs designed to inform and educate those facing addiction treatment who want to know more about FMLA’s benefits. Our previous blog focused on the relationships between FMLA and substance abuse. This segment breaks down the application process in more detail.
With the proper awareness and resources, everyone impacted by addiction, including persons with substance and alcohol use disorder and their families, parents, and partners alike, can make the most out of the Family Medical Leave Act and take time off for medical care without experiencing job loss or retaliation.
Collaboration between Gatehouse Treatment and Clients for FMLA Documentation and Compliance
Navigating the complex process of obtaining and documenting FMLA leave is more manageable when working with a resourceful treatment provider like Gatehouse.
Applying for FMLA can seem like a grueling task, but at Gatehouse Treatment, we simplify the process for clients utilizing FMLA through their addiction treatment with us. We design a step-by-step process to help potential clients apply more seamlessly, providing peace of mind and assurance that their job is secure.
Step-By-Step Guide for Applying For FMLA at Gatehouse Treatment
The following steps are necessary for admission to GateHouse Treatment:
- Potential clients begin with an initial call, during which a team member will evaluate, listen, and assess your situation and how we can help.
- Further evaluation will include accessing medical information and history while discussing payment options. You will receive a clear action plan and admissions upon the call’s conclusion.
Our team at Gatehouse Treatment supports clients in understanding FMLA eligibility requirements, the necessary documentation, and the application process. Obtaining your FMLA requires the following steps, which Gatehouse Treatment can help clients through:
- Notifying their employer when they know they need a leave.
- The employer will communicate FMLA eligibility status within five days.
- Provide the employer with the complete certification to determine eligibility.
- Employees who secure FMLA leave are protected under the Act.
- Upon return to work, your employer must provide you with the same nearly identical position and benefits.
Required Documentation and Certifications
In most cases, an employer will request medical certification when an employee makes an FMLA request, which they have 15 days to provide in most scenarios. As the employee, you are responsible for the cost of healthcare certification and ensuring your employer receives it.
Failing to provide medical certification upon request may result in your employer denying FMLA leave. Medical certification standardly includes the following specific criteria:
- Your healthcare provider’s contact information
- When your serious health care condition started
- How long the condition may last
- Appropriate medical facts concerning the condition
- Whether you are unable to work or your loved one requires your care
- Whether your leave will be intermittently or continuous
If your employer finds your certification needs additional information, they must notify you in writing of what they need to complete it. Employees have seven calendar days to update the missing information. If the employer questions the certification’s validity, they may request a second opinion but must cover all expenses related to the request.
Should a third opinion be requested by an employer due to differing first and second opinions, the employer must also cover the cost. If your FMLA needs to continue for an extended time frame or changes, your employer may mandate an updated certification.
Confidentiality of Treatment Information in the FMLA Process
Maintaining the confidentiality of an employee’s treatment information throughout the FMLA process is critical. Employees seeking FMLA protections should feel secure requesting their FMLA without fear of discrimination or stigmatization. Employers must keep these employee records confidential as described by laws, including the Americans with Disabilities Act and the Genetic Information Nondiscrimination Act (GINA).
Any disclosure of treatment information should only be to those who must know, such as healthcare providers and human resources personnel. Furthermore, conversations about an employee’s condition should always occur in private. Also, FMLA requires all employers to keep an employee’s medical files and documents separate from standard personnel filing.
Finally, FMLA prevents employers from disclosing or threatening to disclose an employee’s health information to prevent them or other colleagues from utilizing their FMLA leave suitably. This focus on confidentiality ensures that employees taking FMLA can focus on their recovery without worrying about compromising their privacy or employment status.
Clarifications on job protection, duration of leave, employer responsibilities, etc.
When utilizing your FMLA, it’s essential to understand the terms of your job protection, leave duration, and employer responsibilities regarding these severe situations, including addiction treatment. With FMLA, eligible employees who’ve worked 1250 hours during their 12 months before the start of job-protected leave for specific family and medical circumstances, including a personal battle with addiction or the need to care for a family member experiencing one.
In some cases, employers are responsible for supplying employees with the necessary FMLA forms and following specific guidelines, so it’s crucial to communicate with them about any essential leave information throughout the FMLA process.
It’s also important to note that addiction can be severe or fatal if not addressed and treated immediately and correctly. In select cases, being in recovery or addiction is considered a disability under the Americans with Disabilities Act, as presented by the Americans With Disabilities Act, Addiction, and Recovery for State and Local Governments, presented by the Americans with Disabilities Act National Network.
Employees and employers can navigate these situations with clarity and compassion by better understanding their rights and responsibilities.
GateHouse Treatment and the FMLA: Your Source for Facts and More
Gatehouse Treatment works with clients to ensure their FMLA documentation is in order and meets compliance requirements. Doing so helps our clients prioritize their healing without worrying about the logistics of taking a leave from work. Through collaboration, patients can achieve more successful outcomes in addiction recovery.
Future installments of this series will include local resources, FAQs, and more. You can look for previous additions with FMLA history and how substance use fits into the program.
Whether you need assistance deciphering the FMLA process or require additional resources regarding addiction, our team is here to help!
Contact GateHouse Treatment today by calling us at 855-448-3588 or visiting our contact page and letting us know how we can help.
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