I work in my company's HR department. We approved an employee's intermittent FMLA leave last September. It wasn't well documented at the beginning and the employee is almost out of the allotted time now. The issue is that she continually waits until an hour or two before her shift to call in. Last month she worked 47 hours instead of her scheduled 160, with less than 3 hours notice on each absence. We feel it's detrimental to our business since we do not have sufficient time to schedule coverage. On her paperwork the doctor wrote that she does need a reduced schedule but refuses (and I've sent the paperwork back) to estimate the medically recommended schedule or estimate a normal amount of absences. So the question is. Can we force her into a reduced schedule of our liking OR can we require that she take her remaining FMLA time all in one chunk?