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The Family and Medical Leave Act enables eligible employees to take leave for up to 12 weeks in a 12-month period for their own serious health condition, among other things.

How do you know if an employee is requesting FMLA leave? Do they have to say “F-M-L-A”? Heck no! But, they do have to provide enough information to permit an employer to conclude that the employee needs leave. But, what happens when the employee doesn’t say much? Rather, the biggest change is their workplace demeanor. Could that be enough to put an employer on notice?

Could a change in demeanor be enough to put an employer on notice? And, what if the employee doesn’t recognize that she even has a serious health condition?

Grab your pearls for clutching and read on…

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[After publishing this post, I was contacted by counsel for the City of Charlotte. It seems that some of the facts in both this post and the underlying reports upon which I based this post don’t tell the full story. So is this … (pause) … “Fake News”?!? Here is a follow-up post I ran based on the information the City attorney provided me.] Continue reading