Employment Law Questions? Ask an Employment Lawyer.
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The very purpose of FMLA is to allow employees suffering from serious health conditions to take up to 12 weeks of protected job leave without retaliation. If your doctor certified you for 8 weeks of leave, then you would be entitled to take that much time off. The fact your employer only "approved" 6 weeks would be completely irrelevant. If it were up to employers to "approve" FMLA then the law would become completely meaningless. So no, what you are describing would not be something that could legally be used against you. Your employer could technically ask you to have your need for leave "re-certified" -- that is, ask you to provide a new doctor's note re-confirming your need for leave, but they cannot simply "close" your claim or "decide" not to honor your FMLA. The very purpose of the FMLA is to prohibit exactly that.
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