A WVU Employee Caring for Family: Route Leave Paperwork Privately

For a WVU employee, the first family-care leave task is identifying the employer route that applies to that employee. Sending medical information to the wrong office can delay the request and disclose more than necessary.

Identify the employment arrangement

Start with WVU Medical Management and its medical-leave information. Ask which office handles the actual employment situation, including any dual appointment. The parent guidance distinguishes dually employed School of Medicine staff and directs that group to the WVU Medicine/HROneSource route. Do not assume university, UHA and WVU Medicine employees all use the same process.

The employee can describe the requested absence or schedule change and the family-care responsibilities affecting work. The qualified provider completes the clinical sections of any required certification. Use the current form supplied through the responsible office; the family-member verification form is a reference, not a document a companion should sign or complete for a clinician.

Track leave and care separately

Keep three entries: what the employee requested, what the employer has confirmed, and who has agreed to provide daily help. A submitted request does not establish approval, pay, protected leave or someone else's availability.

Give an ordinary supervisor update only the information needed for work arrangements; keep diagnoses out of shared family calendars. If a decision is pending, ask the employer how to handle the immediate work schedule and ask willing helpers what they can actually cover. Review both arrangements when written leave instructions arrive rather than assuming they solve the same problem.

Discuss ordinary help at home

For separately arranged nonmedical assistance, our Morgantown care team can discuss the person's requested tasks and timing. Contact the local care team to ask about the actual scope, schedule and available staffing.