Both parents have an equal nontransferable entitlement to leave for this purpose. Supervisors may require administratively acceptable documentation to support the employee's entitlement to leave under this heading. This may include the certification of a health care provider, legal adoption papers, court documents, agreements on letterhead of administrative bodies of the state relative to placement of a foster child, requirements of an adoption agency on agency letterhead, time billed by attorneys, etc. Family or Personal Medical Leave. An employee may take FMLA leave intermittently or work a reduced schedule when caring for a family member who has a serious health condition or when seeking treatment for a serious personal health condition.
Family member means the son, daughter, spouse, or parent of the employee.
Reduced schedule means that an employee works less than his or her full-time tour, the balance of the tour being made up by leave without pay under FMLA or by substituted paid leave. If supported by certification of a health care provider, FMLA leave taken for a chronic serious health condition or a condition for which treatment may not be effective, may be taken as a continuous block of time. The diagnosis, prognosis, and course of treatment prescribed by the health care provider will determine the way the employee and his or her supervisor approach FMLA leave and the employee's work schedule. Not covered, are short-term illnesses which are treatable with a few days absence, and allergies, dental, cosmetic or elective surgery unless they require overnight care or continuing treatment by a health care provider. Sick leave is appropriate in these instances.