An employee does not have to specifically request an “FMLA leave” and does not have to use the term “FMLA” or “Family and Medical Leave” to put a supervisor or manager on notice that the time off they are requesting may meet FMLA/CFRA provisions. Immediately contact the County’s ADA/TWA/LOA Coordinator for guidance if you have questions when an employee indicates to you that they need medical leave for a serious health condition. It is the employer’s responsibility, i.e. the County, to determine if requested leave is covered by the FMLA/CFRA, and to notify the employee in writing that his or her leave of absence is covered in whole or in part by the FMLA/CFRA.