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15 Dec 2015, 4:56 pm
For example, in Mora v Chem-Tronics, Inc. (1998), the court held that when an employee stated to his employer that his son was HIV positive and had a very high fever and that the father could not leave his son when he was so ill, it was sufficient notice of the son’s serious medical condition as a matter of law for the purposes of obtaining CFRA leave. [read post]