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I need some advice guys?
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<blockquote data-quote="pretzel_man" data-source="post: 506818" data-attributes="member: 927"><p>Trpl:</p><p> </p><p>Here is something I read:</p><p> </p><p>An employer can require an employee to work with the employer to schedule intermittent leave. The <strong>FMLA places an affirmative obligation on an employee</strong> requesting intermittent leave to consult with his or her employer in an effort to work out a treatment schedule for the leave so as not to disrupt the employer's operations. Thus, if an employee can procure necessary medical treatments during non-work hours or on the employee's day off, the employee must try to do so. </p><p> </p><p>This implies to me that the "work out" means before the need arises. In the case described here, this cannot be done because he doesn't know when an illness will arise.</p><p> </p><p>Again, I'm out of my league, but this is why I think this is on the fringe. I would want to know my rights from an expert.</p><p> </p><p>P-Man</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 506818, member: 927"] Trpl: Here is something I read: An employer can require an employee to work with the employer to schedule intermittent leave. The [B]FMLA places an affirmative obligation on an employee[/B] requesting intermittent leave to consult with his or her employer in an effort to work out a treatment schedule for the leave so as not to disrupt the employer's operations. Thus, if an employee can procure necessary medical treatments during non-work hours or on the employee's day off, the employee must try to do so. This implies to me that the "work out" means before the need arises. In the case described here, this cannot be done because he doesn't know when an illness will arise. Again, I'm out of my league, but this is why I think this is on the fringe. I would want to know my rights from an expert. P-Man [/QUOTE]
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