Q. An employee with asthma got medical certification for her
A. If the employee is taking time off in excess of the estimated time, you should confirm with the employee why she is actually taking off time (i.e., her illness versus another reason). However, as long as the employee is taking time off for her -qualifying illness, you always should count the actual time without regard to any prior estimates by the physician or the employee.
The actual time off (not the doctor’s estimate) is what determines how much time the employee has left under the FMLA or other leave laws or policies. That said, if the employee’s requests for time off begin to significantly exceed the time stated on her original , you should ask for a new certification from her physician.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- What's up, doc? How to collect medical info under new FMLA rules
- Check the medical documentation: FMLA doesn't automatically apply to ER visits
- Job Stress Can Count as FMLA-Eligible 'Serious' Condition
- Inflated Evaluation Deflates the Company's Wallet