The complexities of the Family and Medical Leave Act can bollocks even multi-billion-dollar companies. But the case I’m going to tell you about today is a reminder that, at bottom, the FMLA is largely no-harm, non-foul.
In early 2018, an employee with a serious health condition spoke to her doctor, who encouraged her to take FMLA leave on a reduced schedule. So, the employee applied for FMLA through her employer’s third-party administrator to work no more than 40 hours per week (8 hours per day).
Two days later, the TPA approved the FMLA request and communicated this to the