There are many aspects of the new Family and Medical Leave Act of 1993 (FMLA) regulations, which took effect on Jan. 19, 2009, that would help California employers better manage leaves of absence, including, for example, the right to require fitness-for-duty certifications every 30 days when an employee uses intermittent leave and the employer has reasonable safety concerns about the employee's ability to perform his or her duties because of a serious health condition. Yet, most California employers have no idea whether any of the new regulations can be used in the Golden State.

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