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.
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