1) WHICH ORGANIZATIONS MUST PROVIDE LEAVE?

2) WHICH EMPLOYEES ARE COVERED BY THE FMLA?

2A) WHO IS CONSIDERED AS A "KEY" EMPLOYEE?

3) WHAT REASONS CAN BE JUSTIFIED UNDER THE FMLA?

3A) WHAT IS A "SERIOUS HEALTH CONDITION"? >

3B) WHO QUALIFIES AS A "HEALTH PROVIDER"?

4) WHAT TYPE OF JOB SECURITY DOES AN EMPLOYEE HAVE (IF ANY) WHEN THEY RETURN BACK TO WORK AFTER TAKING LEAVE?

5) WHAT HAPPENS TO HEALTH CARE BENEFITS WHILE AN EMPLOYEE IS ON LEAVE?

6) WHAT KIND OF MEDICAL CERTIFICATION IS REQUIRED BY THE EMPLOYEE (IF ANY) WHEN TAKING LEAVE? WHEN, AND IN WHAT FORM, MUST THIS CERTIFICATION BE ISSUED? HOW MUCH INFORMATION MUST BE CONTAINED IN THE CERTIFICATION?

6A) CAN AN EMPLOYER QUESTION THE VALIDITY OF MEDICAL CERTIFICATION?

IF SO, HOW? HOW ARE ANY DISAGREEMENTS RESOLVED?

7) WHAT TYPE OF NOTICE (IF ANY) IS REQUIRED OF THE EMPLOYEE UNDER THE FMLA?

8) CAN LEAVE BE TAKEN INTERMITTENTLY RATHER THAN ALL AT ONCE?

8A) CAN AN EMPLOYEE BE TRANSFERRED TO AN "ALTERNATIVE POSITION" TO ACCOMMODATE INTERMITTENT LEAVE?

9) HOW MUCH LEAVE MAY A HUSBAND AND WIFE TAKE IF THEY ARE EMPLOYED BY THE SAME ORGANIZATION?

10) CAN AN EMPLOYEE SUBSTITUTE PAID LEAVE FOR SOME OF THE FMLA LEAVE?