For intermittent leave or leave on a reduced leave schedule, there
must be a medical need for leave (as distinguished from voluntary
treatments and procedures) and it must be that such medical need can be
best accommodated through an intermittent or reduced leave schedule. The
treatment regimen and other information described in the certification
of a serious health condition (see Sec. 825.306) meets the requirement
for certification of the medical necessity of intermittent leave or
leave on a reduced leave schedule. Employees needing intermittent FMLA
leave or leave on a reduced leave schedule must attempt to schedule
their leave so as not to disrupt the employer's operations. In addition,
an employer may assign an employee to an alternative position with
equivalent pay and benefits that better accommodates the employee's
intermittent or reduced leave schedule.
