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order to do so„ the employer must: "kef employee is a sala(led "eligible" rmnpN y e who is amongtime highest paid 'tern (Percent of employees within 75 miles of the 'w rk since. NP! ANQ_9ER0F1lCATION Employees ploy kin t use IFMLA leave are required t provide 30 -day advance notice, f time need to talke FMLA leave when 'tie need is foreseeable arid such notice is practicable, Employers may also require mpl as to provide: Medical t rtu'i atiomn supporting 'the need for leave dine to a serious health condition affecting the employee oran imrmmrnadta'ta -family iil member', b r„ Second or third medical opinions fat the rmnployer" expanse) and periodic r rtufu tion; and periodic reports during FMLA lava regarding time employee's statin, and !intent to return 't work. When intermittent leaWe is needed to care -for an irrnrrn dt to family member or the emplaye&s own illness and i 'f r planned medical treatment, 'time employee must try to schedule -treatment as not to unduly disrupt the employers operation. Covered employers must in -form employees,of -heir rights and responsibilities under IFMLA, including giving speck written Informatilon on what is, required of the employee and what rrnic Il�napparw in certain dircurnstances, such as If the mpl a tails to return to work after EMIL ll ave. It is unlawful for any employer to interfere with, restrain, or deny the exercise of any mint provided by FML,, it is also unlawful for an employer to 'terminate r digs idmraiirnata against army individual for opposing any pr �ctu „ �r � aur � lrav�llvarmn+ rmt in any proceeding, related to LA ' The Wage and Hour Division investigates cornmplaint „ It violations cannot be atisf ctorily resoNed, the U.S. Department of ILabor may bring action in court to compel c rrnpll rn e, Individuals may also bring a private lvll action against t arm ai riployar fair violations. E