Q We have an employee whose wife is in a hospital intensive-care unit. The employee has asked for. Is this an -eligible reason, even though the employee isn't providing "care" as the law requires?
A Probably. Caring for an immediate family member with a serious health condition includes psychological care, and emotional support would normally qualify as such. You can require certification from the health care provider that the employee is needed to provide such care.
- Times are changing: HR heads to Vegas to LEAP ahead
- The Dirty Dozen: Manager mistakes that spark lawsuits
- FMLA: Distinguish between disability and behavior
- Employee fails to pay premium while on FMLA leave: When can you drop coverage?
- Pregnant Employees: Answers to 7 Questions on Hiring and Employment Status