Leave Process

FMLA Requirements


Employees become eligible for FMLA leave after 12 months of employment. FMLA leave generally falls into one of the 5 categories:

  1. Birth or adoption of a child or placement of a foster child.
  2. To care for a spouse, child, or parent with a serious or chronic health condition.
  3. For the employee's own serious or chronic health condition.
  4. Leave Due to Active Duty of a Family Member because of any "qualifying exigency" arising out of the fact that the employee's spouse, child, or parent is on active duty (or has been notified of an impending call or order to active duty) in the Armed Forces in support of a "contingency operation".
  5. To care for an injured military service member 

FMLA Approval 

Employees are to contact their direct manager in addition to DriveTime's Leave Department for FMLA approval. For leaves that are foreseeable, the employee should report the absence 30 days in advance.  For leaves that are unforeseeable, employees are to report the absence as soon as practicable, but not later than 1 to 2 business days after the start of the leave.

DriveTime's Leave Department will then mail the employee a packet containing information regarding the leave and the necessary forms to be completed (Certification of Health Care Provider, etc.). These forms are to be completed by the employee and the appropriate authorizing provider and returned to the Leave Department within 15 calendar days from the initial request for leave.

Work-related injuries and disability leaves will run concurrent with FMLA leave time when applicable.

More details on FMLA length of leave and Intermittent Leave time can be found in the Employee Handbook.

Certification of Leave

FMLA leaves may require certification of the need for leave.  For leaves involving a serious health condition (and/or serious illness/injury and the care of an injured service member), a certification from a Health Care Provider will be required.  Leaves for adoption/foster child placement will require certification from the appropriate agency, and leaves related to a family member being called to active duty will require verification of military orders and the need for leave.

If the FMLA leave is concurrent with Short-Term Disability (STD) or Workers' Compensation (WC), the leave administrator will approve the FMLA leave when/if the STD or WC claim is approved (the employee will not be required to submit a separate Certification form for FMLA purposes).  However, if the employee's STD or WC claim is denied, the employee will be sent an FMLA certification form and allowed an additional 15 calendar days to return it.

If you have other questions, please contact your Regional Team Manager (RTM) or the Leave Department at Leave@drivetime.com.