FMLA Treatment Planning & Protocols 2

Question 1

An employee undergoing chemotherapy requests intermittent FMLA leave for treatments every three weeks plus recovery days. How should the employer handle scheduling of these absences?

Accepted Answer

Approve intermittent leave and track each absence against the 12-week entitlement

Answer

Intermittent FMLA leave for planned medical treatments like chemotherapy must be approved, with each absence counted against the 12-week entitlement.

Question 2

A healthcare provider's treatment plan calls for physical therapy twice weekly for six months. What is the maximum FMLA leave an employee may use for this treatment in a single 12-month period?

Accepted Answer

12 workweeks regardless of the treatment duration

Answer

FMLA entitles eligible employees to a maximum of 12 workweeks of leave per year, regardless of how long the treatment plan runs.

Question 3

An employee's physician certifies a treatment protocol but does not specify the frequency of absences. What should the employer do?

Accepted Answer

Ask the employee to obtain a clarification of the treatment frequency from the provider

Answer

When certification lacks required information such as frequency, the employer must give the employee seven calendar days to cure the deficiency by obtaining clarification from their provider.

Question 4

Which of the following best describes a 'regiment of continuing treatment' under FMLA regulations?

Accepted Answer

A course of prescription medication or therapy ordered by a provider that, if not followed, would result in incapacity

Answer

A regimen of continuing treatment under FMLA is a course of treatment ordered by a provider that, if not followed, would likely result in incapacity of more than three consecutive days.

Question 5

An employee is on FMLA leave for surgery and their employer learns of a second opinion that contradicts the original treatment plan. What is the employer's appropriate next step?

Accepted Answer

Request a third opinion from a mutually agreed-upon provider at the employer's expense

Answer

When first and second medical opinions conflict, FMLA regulations allow the employer to require a binding third opinion from a mutually agreed-upon provider paid for by the employer.

(FMLA) Certified Family and Medical Leave Act Administrator Practice Test

(FMLA) Certified Family and Medical Leave Act Administrator Practice Test

FMLA Treatment Planning & Protocols 2