The primary reason individuals do not qualify for leave under FMLA include:

• Routine illness or medical appointment not classified as a “serious health condition“
• Caring for someone who is not a covered family member (e.g., a sibling or grandparent)
• Non-qualifying military leave

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• Basic payroll and identifying employee data, including name, address, and occupation; rate or basis of pay and terms of compensation; daily and weekly hours worked per pay period; additions to or deductions from wages; and total compensation paid.
• Dates FMLA leave is taken by FMLA eligible employees (e.g., available from time records, requests for leave, etc., if so designated).

As under the ADA, the determination of whether an accommodation is reasonable under the PWFA based upon whether implementation of the accommodation will present an “undue hardship“ for the employer. “Undue hardship“ means there will be significant difficulty or expense incurred ...

Elections under a Cafeteria Plan are considered irrevocable unless the individual separates from service with the sponsoring employer or experiences an event known as a status change.

Individuals experiencing a qualified status change may make a corresponding change to their original elections according to the following general guidelines:

• Employee's full name and social security number
• Address, including zip

Employers may require the employee to submit a medical certification supporting the need for intermittent leave under FMLA. The form must include:

• Medical facts about the condition in accordance with HIPAA privacy standards.
• Need for intermittent or reduced-schedule leave as a