"If an employer has reason to believe an employee's absence or need for time off is FMLA-qualifying, the employer is responsible for designating the leave as FMLA protected.... In order to appropriately evaluate whether an employee's time off for medical needs triggers the FMLA, employers should have a thorough understanding of how the FMLA defines 'serious medical condition.' ... Once an employer has reason to believe an employee may be entitled to FMLA leave, employers are required to comply with the FMLA's notice requirements."  MORE >>