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FMLA - Serious Health Condition Testing

LindaSLindaS 1,510 Posts
in FMLA/ADA/Workers’ Comp Vote Up0Vote Down
I have an employee who is requesting intermittent leave to have a variety of tests/procedures done to determine what the medical problem is. I know that any tests/appointments to determine if a serious health condition exists is covered but what happens when the testing is done? If additional time off is needed should I have her re-certify? I want to make sure I'm applying the law correctly since this is the first time this has occurred at my company and I will be setting a precedent. Any assistance would be appreciated.
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  • Down_the_MiddleDown_the_Middle 771 Posts
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    LindaS:
    Keep in mind that medical tests needed to determine/diagnose if any health problems exist are NOT covered by FMLA. FMLA only becomes a factor once a medical determination has been made and time off is needed to treat or recover from the illness. Once you have the med certification, you can continue providing intermittent leave for that illness----until such time as the employees incapacity to work improves. If addt'l time off is needed (for the previously certified illness), you can provide the time off w/o requiring addt'l medical documentation. Good luck with your new venture.
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