You should not be the one to make a final determination on whether or not something is a "serious health condition." That should always be left to your HR department. However, you do need to have at least a working knowledge of what qualifies as a "serious health condition" and all the other reasons an employee's time off can be designated as an FMLA leave.
|Other Topics:||Communication, Management, Professionalism|
|Competencies:||Managing Legal Risk|
|Suggested Industry Usage:||Healthcare, Industrial & Manufacturing, Office & General, Retail & Hospitality, Government|
|Available in Other Assets:||Legal Briefs™ Family and Medical Leave Act: What Every Manager Should Know (Off-The-Shelf Video Program (ILT)) ID:1499|