"Employers should ask the employee questions designed to determine whether the employee's request is one that would be FMLA-qualifying. Don't ignore an employee's seemingly simple or routine requests for time off.... If the request is for foreseeable leave, the employer should communicate with the employee about how it will consider the request pending the receipt of a medical certification and further investigation. Employers have a right to request a medical certification and should exercise that right.... [E]mployers should be mindful of the fact that the FMLA does not exist in a vacuum and that they are responsible for identifying all laws that apply to an employee's request for medical leave."  MORE >>