Hi, everyone! Can you all hear our speaker?

Yep

I will be assisting the presenter today, so please feel free to put your questions here! I will present them to her as they are asked.

Thank you!

Thank you!

What if the 3 days absent is prior to the weekend? Should the FMLA be sent out?

We require employees to use their vacation while on FMLA. Can we say we won't require vacation to be used until out more than one week? If we don't get the notice from the Manager until a week later and then they return back to work after 9 days and payroll has already been processed. What options do we have with making employees use their accrued available vacation?

Can we approve certifications for intermittent leave if it states as needed?

At any time can the FMLA leave constitute undue hardship for the employer?

What do you do if it’s a grandparent asking to take time off for a grandchild who is having to stay home because of a Covid exposure?

Thank you!

Can the questions from the live audience be repeated? I can't always hear. Thanks!

She's answering Sarah's question now!

Does medicine constitute continuing treatment?

Can you quickly go over what to do when an employee on FMLA, uses it intermittently but also has additional absences that are excessive but not related to the FMLA qualifying condition?

I know you touched base on this a little bit, but what is the major deciding factor between FMLA and STD?

If an employee does not turn in the certification by the deadline and a denial is sent, can the employer then not cover those absences once a certification is received after the deadline?

Does the same work for re certification:?

Thank you for so much useful information!

Thank you!

Thank you!

Thank you!