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Ten Valuable Tips for FMLA, ADA Compliance
HR Daily Advisor Link to more items from this source
May 4, 2014
"Do know that an employer may question a single health care provider's opinion on whether an employee is fit for duty only after the employee has returned to work.... Do remember that employee rights under FMLA are not absolute.... Do recognize that FMLA protects the right to leave for the physical and/or psychological care of a family member with a serious health condition.... Do not forget that an employee is entitled to job reinstatement upon return from FMLA leave even if he or she has been replaced or his or her position has been restructured to accommodate the absence.... Do not force FMLA leave on an unwilling employee.... Do not institute a company policy that requires a doctor's note for each intermittent absence."

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