When the need for leave is not foreseeable, the employee must provide notice to the employer as soon as practicable under the facts and circumstances of the particular case. Because, it has never happened that if a psychiatrist doesn't want to, he has not been forced to certify FMLA paperwork. (Q) How often may my employer ask for medical certifications for an on-going serious health condition? Can you terminate an employee with mental health issues? So stay tuned. Stress leave, also known as stress disability leave, is a type of medical leave of absence that employees can request if they are experiencing physical and/or mental effects of stress, anxiety, or depression. (Q) What is the Uniformed Services Employment and Reemployment Rights Act (USERRA)? Doctors aren't the only health care providers who may certify FMLA leave. In his writing, Alexander covers a wide range of topics, from cutting-edge medical research and technology to environmental science and space exploration. (Q) Are the certification procedures (timing, authentication, clarification, second and third opinions, recertification) the same for qualifying exigency leave and leave due to a serious health condition? An eligible airline flight crew employee is entitled to 72 days of FMLA leave during any 12-month period for one or more FMLA-qualifying reasons. We also use third-party cookies that help us analyze and understand how you use this website. By clicking Accept, you consent to the use of ALL the cookies. (Q) Is an employee required to follow an employers normal call-in procedures when taking FMLA leave? For more information about the FMLA generally, see Fact Sheet #28. (Q) How do collective bargaining agreements (CBAs) affect the FMLA Regulations? Such new medical certifications are subject to second and third opinions. Explain your situation clearly and what you feel triggers your predicament. However, the law permits an employee to elect, or the employer to require the employee, to use accrued paid vacation leave, paid sick or family leave for some or all of the FMLA leave period. For example, in the single 12-month period an employee could take 12 weeks of FMLA leave to care for a newborn child and 14 weeks of military caregiver leave, but could not take 16 weeks of leave to care for a newborn child and 10 weeks of military caregiver leave. [CDATA[/* >