What scenario requires an employee to receive a "key" employee written notice under FMLA?

A "key" employee written notice under the Family and Medical Leave Act (FMLA) is specifically required for employees who are considered "key" employees, which typically means they hold positions that are crucial to the operations of the business. This designation allows employers to deny leave under certain circumstances if the employee's absence would significantly impact the organization.

In this case, being in a critical position for the company directly aligns with the criteria for an employee to receive such a notice. Key employees are often in high-level or essential roles where their absence could jeopardize the functioning of the business. Therefore, the employer is obligated to provide notice regarding the unique circumstances surrounding FMLA leave, emphasizing their inability to guarantee the same job position upon return or the potential impact of their leave on the business operations.

The other scenarios do not directly invoke the criteria for key employee status as defined by the FMLA. Taking unpaid leave for personal reasons or maternity leave may not necessarily specify the employee's position as critical for the company's operations, and being part-time for over 5 years does not inherently categorize someone as a key employee. Consequently, these situations do not require the issuance of a "key" employee written notice.