You should not be the one to make a final determination on whether or not something is a "serious health condition." That should always be left to your HR department. However, you do need to have at least a working knowledge of what qualifies as a "serious health condition" and all the other reasons an employee's time off can be designated as an FMLA leave.
The FMLA is a complex law. This video discusses various FMLA qualifications. Remember, it's important to get your organization's expert involved if you find yourself tackling an issue you don't completely understand.
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