THE LAW. Thelets eligible employees take up to 12 weeks of un-paid, job-protected leave each year for their own "serious health condition," or if the employee is caring for a parent, spouse or child with a serious condition.
To help determine whether an ailment rises to the level of a "serious condition," you can require employees to provide an FMLA medical certification. Essentially, that's a doctor's note that lays out the facts of the ailment, how long it's likely to last and more. In certain cases, you can ask for recertification to verify the person's continuing need for.
The law doesn't require employers to obtain medical certification from em-ployees who take FMLA leave. In fact, you can choose to ask for it in certain situations but not others. Still, it's best to set a consistent practice regarding when you require FMLA medical certifications and to treat all employees seeking leave in the ...(register to read more)
- FMLA rules as thick as a phone book? Be prepared for FMLA interference lawsuit
- Certain industries hit extra hard by FMLA absences
- Delphi learns the hard way: Don't mess with medical records
- Can we require scheduling FMLA-covered medical appointments to suit our needs?
- FMLA in a Nutshell: How to Comply With the Family and Medical Leave Act