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.
- Leave FMLA out of your handbook if it doesn't apply
- Watch out for rogue managers who bring hidden biases to hiring, promotions
- You don't have to police workplace banter, but don't let it escalate
- Chronic fatigue syndrome or just too pooped to work?
- FMLA expired and we haven't heard from worker: Can we legally terminate?