On June 24, 2014, the 7th Circuit ruled in favor of an employee in a Family and Medical Leave Act case in which it clarified three issues discussed below. Gienapp v. Harbor Crest, No. 14-1053 (7th Cir.) June 24, 2014. Under the Family and Medical Leave Act, employees are entitled to up to 12 weeks’ unpaid leave to care for a spouse, parent, or child with a serious health condition. The employee is required to provide the employer with notice of the need for FMLA leave. If the leave is foreseeable, the employee is also required to inform the employer of the duration of the FMLA leave. However, if the leave is unforeseeable, the employee is not required to inform the employer of how much leave is needed. In other words, if the employee does not know how much leave is needed, the employee has no obligation to provide the employer with a specific return to work date. InGienapp?