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Dealing with aspects of the Family and Medical Leave Act (FMLA), such as determining whether an employee’s illness constitutes a serious medical condition, obtaining required certification or providing adequate coverage for workers on intermittent leave, requires an employer to know their responsibilities well. An employers’ responsibility does not end when notice is provided confirming the dates of leave or when the employee has resumed his or her usual schedule. Employer’s compliance with federal law includes the obligation to maintain adequate records related to the leave.

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