Yes, under some circumstances. Your employer may ask you questions to confirm whether your leave still qualifies for FMLA purposes, and may require periodic reports on your status and intent to return to work after leave. Also, if your employer wishes to obtain another opinion, you may be required to obtain additional medical certification at the employer's expense, or re-certification while you are still on leave. The employer may have its health care provider contact your health care provider, without your advanced approval, to clarify information in the medical certification or to confirm that it was provided by your health care provider. The inquiry may not seek additional information regarding your health condition or that of a family member. Subject to certain limitations, your employer may deny the continuation of FMLA leave due to a serious health condition if you fail to fulfill any obligation to provide supporting medical certification. The employer may not, however, require you to return to work early by offering you a light duty assignment. If you qualify for a family or medical leave, you have the right to take that leave free from harassment or discrimination. Your employer cannot interfere with your right to take leave or discriminate against you for requesting information about your rights or for taking a leave. Therefore, if you are in full compliance with your certification requirements, and the purpose of a call from your employer is to harass you or discourage you from taking further leave, your employer may be violating the law.