{"title":"…但雇主不必是一个读心术的人。拉尼尔诉德克萨斯大学西南医学中心案。,第527卷第312卷(2013年第5卷)。","authors":"","doi":"","DOIUrl":null,"url":null,"abstract":"<p><p>While employees need not use the specific words \"FMLA leave\" when providing such a request, they need to provide sufficient notice to the employer to make it aware of their needs for qualified leave.</p>","PeriodicalId":79563,"journal":{"name":"Benefits quarterly","volume":null,"pages":null},"PeriodicalIF":0.0000,"publicationDate":"2014-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"... But employer need not be a mind reader. Lanier v. Univ. of Texas SW Med. Ctr., 527 Fed. Appx. 312 (5th Cir. 2013).\",\"authors\":\"\",\"doi\":\"\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<p><p>While employees need not use the specific words \\\"FMLA leave\\\" when providing such a request, they need to provide sufficient notice to the employer to make it aware of their needs for qualified leave.</p>\",\"PeriodicalId\":79563,\"journal\":{\"name\":\"Benefits quarterly\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":0.0000,\"publicationDate\":\"2014-01-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Benefits quarterly\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Benefits quarterly","FirstCategoryId":"1085","ListUrlMain":"","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
... But employer need not be a mind reader. Lanier v. Univ. of Texas SW Med. Ctr., 527 Fed. Appx. 312 (5th Cir. 2013).
While employees need not use the specific words "FMLA leave" when providing such a request, they need to provide sufficient notice to the employer to make it aware of their needs for qualified leave.