Q. We have an employee who is going on eight weeks’ leave for a qualifying serious health condition. She isn’t requesting to use
A. You can require that the employee use FMLA leave so the time she is out will count against her 12-week FMLA entitlement. Since you are on notice that she has a serious health condition, you should designate the leave as FMLA and provide her with the appropriate paperwork to process the leave.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Restrict FMLA leave info to those who need to know
- Employee out on FMLA leave: OK to contact for info on urgent matters
- Reinstate employees right after leave; don't delay
- Court: 'Serious health condition' requires 3 full days of incapacity