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If your employer's nurse required you to take off days related to your FMLA condition even though your doctor did not certify that you needed those extra days, the employer must allow you to have them coded as FMLA since they required you to take them off. If you employer does not code them as FMLA you have a valid complaint to file with the Dept. of Labor www.dol.gov.
I do not know if the nurse documented our conversation or communicated to any other staff her recommendation for me to leave the days my affected areas were draining. What if it comes down to hearsay?
Is it legal for them to go back and recode previously approved FMLA as unapproved? Do you think I have to be concerned for my job?
Them requesting a recertification coupled with the fact that my doctor sees my former approved FMLA being sufficient, with the only noted change in the paperwork being a new diagnosis with high blood pressure, makes me fearful to confront the company nurse and ask her to document anything. People are fired from my employer on a daily basis. The company nurse probably would not do any documentation for me for fear of loosing his/her job. Does this help you to give me a more clear answer to my prior question about my job security than your last reply. I have 2 little boys and 2 mortgages. Have have had this job over 11years. I don't think the company nurse is going to be of any help to me, simply due to fear.
Being given the fact that the doctor saw no adjustment necessary to the previously approved FMLA, not factoring in the company nurse conversation and her suggestions, is the fact of no new adjustments a reason for my employer to recode to prior coded approved FMLA as unapproved?
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