It all depends on the form of unpaid leave the employee is purporting to take. What you need to do–or I can do it for you if you give me the particulars–is check the ESA requirements governing that particular form of leave and determine:

* Does the employee qualify for that leave–has she been with the company long enough?
* Is the notice that she’s provided timely for that particular leave?
* Does the notice list the information that an employee must provide to take that form of leave?
* Is this the kind of leave for which you can require an employee to furnish verification?
* If so:
> Have you actually requested verification?
> Did the employee furnish the verification?
> Was the verification she provided adequate?
* Has the employee complied with company HR rules for taking leave?

If you’d like, give me your phone number and I’ll ring you up. Glenn Demby, HRI Ed in Chief

Does she have enough service to be eligible for that particular leave? Is the notice timely–has she given you the notification required for an employee to take that particular form of leave?