Source: http://www.hrresource.com/articles/view.php?article_id=68
Timestamp: 2019-04-18 22:33:39+00:00

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1. Do Employers Have To Tell Employees that FMLA Leave Is Available?
provisions and how to file complaints of alleged violations with the DOL.
FMLA rights available to employees. §§825.300, 825.301(a).
must give as much notice as practicable. §825.302(a).
of Intention to Take FMLA Leave?
• The anticipated duration of the leave. §825.302(c).
The employee need not expressly mention or refer to the FMLA. Notice to a supervisor will be sufficient. §825.800.
from the date of notice. §825.304(b).
protection for the absence. §825.208(e)(1).
qualifying reason. §825.208(a) and (b)(1).
7. Is There a Prescribed Form for the Designation?
the following payday is less than one week away). §825.208(b)(2).
the leave is not confirmed. §825.208(e)(2).
8. What Happens if an Employer Fails To Designate in a Timely Manner?
is a lively debate about the enforceability of this provision.
or She Is Ineligible for FMLA Leave?
To Each Employee Who Requests FMLA Leave?
leave rights, that portion of the notice need not be included.
Each Time an Eligible Employee Requests FMLA Leave?
12. What Happens if the Employer Fails To Provide Individualized Notice?
set forth in the notice. §825.301(f).
13. May the Employer Require the Employee To Provide Status Updates?
status and intent to return to work at the conclusion of the leave period.
the circumstances that precipitated the leave. §825.309(c).
16. May the Employer Make Inquiries Concerning Medical Certification?
request additional information from the employee’s health care provider.
employer’s expense. The third certification will be final and binding.
May the Employer Require a new Certification?
19. When Must the Employee Provide the Response?
second or third fitness for-duty certification. §825.310(e).

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