• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Ask for clear notice of FMLA condition

by on
in FMLA Guidelines,Human Resources

Employees who need FMLA leave to deal with serious health conditions are supposed to let their employers know. Then it’s up to the employer to process the paperwork and get any medical certifications it may need to decide whether to place the employee on FMLA leave.

Employees don’t have to use the words “FMLA leave” when they request it, but they must give their employers enough information to reach the reasonable conclusion that the employee has a serious health condition. Simply calling in sick isn’t enough, nor is presenting a vague doctor’s note giving no indication that the underlying condition is serious.

Recent case: Elizabeth de la Rama sued her employer, claiming FMLA violations. She said the employer unfairly designated as unexcused many absences she took after she ran out of sick leave. She said she regularly called in to report illness and sometimes even brought in a doctor’s note stating when she could return to work.

The employer said it had no idea de la Rama had a serious health condition until many months later, when she finally told it she had been diagnosed with fibromyalgia and a herniated disk. At that point, the employer approved her for FMLA leave, but refused to retroactively remove the unexcused absences.

The 7th Circuit Court of Appeals dismissed de la Rama’s lawsuit. It said the employer was entitled to enough information to legitimately conclude that the employee had a serious health condition. Just calling in isn’t enough. A doctor’s note that says the employee should be off work isn’t good enough either unless the note conveys the seriousness of the condition. (de la Rama v. Illinois Department of Human Services, No. 07-1156, 7th Cir., 2008)

Like what you've read? ...Republish it and share great business tips!

Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...

We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.

The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.

" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/6859/ask-for-clear-notice-of-fmla-condition "

Leave a Comment