To Be Covered By FMLA, Employee Must Communicate With Employer
Under Department of Labor regulations, an employee need not use any “magic words” to trigger an employer’s obligations under the Family and Medical Leave Act and need not use the acronym “FMLA.” However, the employee must provide enough information to the employer to give the employer a reason to believe that the employee may have FMLA rights. A recent case involving an Alabama firefighter illustrated how extremely vague communication…