Theprovides unpaid leave so employees can deal with their own or an immediate family member’s serious health condition.
Many employers are seeing a surge in requests forwhen an employee has a parent or child who needs help getting to medical appointments or undergoing treatments. Before you approve a request for such intermittent leave, make sure you are satisfied with the medical certification. That’s because challenging the underlying need later is difficult if not impossible.
Once you have been sued, arguing that the employee, parent or child didn’t have a serious health condition will be an uphill battle in court.
The best approach is to challenge the certification before you approve it by using the process approved by the Department of Labor regulations. That means getting (and paying for) a second medical opinion—and a third one if the first two don’t agree that the individual in question ha...(register to read more)
- Warn managers and supervisors: You may be personally liable for discrimination!
- Stick to FMLA certification rules, or lose your rights
- It's up to you to ensure employees know how much FMLA leave they have left
- Don't fire before knowing employee can't return from leave
- Employee leaves in ambulance: How much to disclose?