If an employer wants to challenge a request for FMLA leave, it must give the employee 15 days to get a medical certification showing she has a serious health condition. Until the employer makes the request, the 15-day period doesn’t start running. Disciplining or firing the employee before the time is up will most likely be considered an FMLA violation if it turns out the employee really did have a serious health condition.
- No raise = no review; a losing strategy
- Providing additional leave? Employee loses some rights
- Court: Veterans can't sue for bias under Title VII or Florida Civil Rights Act
- Is a janatorial supervisor exempt or nonexempt?
- Make sure employees--and bosses and HR--know exactly how to call in FMLA absences