I'm the LOA focal/disability manager at Boeing Satellite Systems.

We at Boeing Satellite Systems (BSS) are asking for opinions/solutions to a dilemma that has arisen. The issue: Boeing's Corporate physician is hesitant to allow BSS in El Segundo, CA, to continue maintaining our onsite disability management program since most of our employee medical leaves, (for serious medical conditions), run concurrent with FMLA. Her concern is that we're in violation of FMLA when requesting specific medical documentation, (instead of just a FMLA cert), and also in applying a specific duration to the medical/FMLA LOA based on the employee's diagnoses. We never ran into this issue when we had an outside vendor, (Core), managing our disabilities, but now our BSS RNs and physician are managing the medical/FMLA leaves. Is the Company in violation when, as the employer, we, (BSS Medical Services), manages medical/FMLA leaves the same as if FMLA wasn't running concurrent with the medical leaves?

Thanks for any/all opinions.