Law360, New York (July 15, 2015, 7:20 AM EDT) -- On June 22, 2015, the Third Circuit issued a clear message to employers: When it comes to the Family and Medical Leave Act of 1993, strict adherence to the regulations is necessary and gives employees the benefit of doubt. Plaintiff Deborah Hansler requested leave from her employer under the FMLA and submitted a medical certification providing insufficient information to determine whether she was eligible for FMLA leave. In fact, at the time she submitted her request for FMLA leave, her condition was not even diagnosed. The Third Circuit issued a precedential opinion permitting her to proceed with her claims by holding that an employer violates the FMLA by failing to provide an employee with an opportunity to cure an insufficient medical certification in advance of termination of employment. Hansler v. Lehigh Valley Hospital Network, __ F.3d __, (3d Cir. 2015). The court's detailed ruling, which analyzed many key regulations, is a worthwhile read for any employment lawyer....