Leave When Not Qualified for FMLA
We have an employee who has been out of work for 9 weeks to receive cancer treatment. He does not have any paid disability time left. He just missed being eligible for FMLA leave, but we are considering extending him unpaid leave with the same protections. Is this a good idea? I'm thinking we can give him unpaid leave as an accommodation, but we shouldn't voluntarily promise FMLA protections. What do you think?