Employees may not take intermittent leave without written permission of the employer. Any such leave granted must be medically necessary. With written agreement by employer and employer, an employee may take leave on a reduced leave schedule. Work on such a schedule does not reduce the total leave to which the employee is entitled. Employers must post notice of these policies.
Employers are subject to penalty if they willfully violate the subsection.
The attorney general may prosecute to collect the civil penalty. The employee must notify the employer of the employee's intention to take leave no less that 30 days from the time of expected birth or adoption of a child. If this period is less than 30 days, notice should be provided as soon as practicable. Notice of intention to take medical leave must be given no less than 30 days prior to the beginning of treatment. Treatments should be scheduled to avoid disrupting employer operations when possible and subject to the approval of the health care provider.