Under what circumstances may a covered employer refuse to provide FMLA leave or reinstatement to eligible employees?

to eligible employees? (See 29 CFR § 825.312) (a) If an employee fails to give timely advance notice when the need for FMLA leave is foreseeable, the employer may delay the taking of FMLA leave until 30 days after the date the employee provides notice to the employer of the need for FMLA leave. (See section 31-51qq-27 of the Regulations of Connecticut State Agencies.) (b) If an employee fails to provide in a timely manner a requested medical certification to substantiate the need for FMLA leave due to a serious health condition, an employer may delay continuation of FMLA leave until an employee submits the certificate. (See sections 31-51qq-30 and 31-51qq-35 of the Regulations of Connecticut State Agencies.) If the employee never produces the certification, the leave is not FMLA leave. (c) If an employee fails to provide a requested fitness-for-duty certification to return to work, an employer may delay restoration until the employee submits the certificate. (See sections 31-51qq-33 and 31-51qq-35 of the Regulations of Connecticut State Agencies.) (d) An employee has no greater right to reinstatement or to other benefits and conditions of employment than if the employee had been continuously employed during the FMLA leave period. Thus, an employee's rights to continued leave and restoration cease under FMLA if and when the employment relationship terminates (e.g., layoff), unless that relationship continues, for example, by the employee remaining on paid FMLA leave. If the employee is recalled or otherwise re-employed, an eligible employee is immediately entitled to further FMLA leave for an FMLA-qualifying reason. An employer shall be able to show, when an employee requests restoration, that the employee would not otherwise have been employed if leave had not been taken in order to deny restoration to employment. (See section 31-51qq-24 of the Regulations of Connecticut State Agencies.) (e) An employer may require an employee on FMLA leave to report periodically on the employee's status and intention to return to work. (See section 31-51qq-34 of the Regulations of Connecticut State Agencies.) If an employee unequivocally advises the employer either before or during the taking of leave that the employee does not intend to return to work, and the employment relationship is terminated, the employee's entitlement to continued leave and restoration ceases unless the employment relationship continues, for example, by the employee remaining on paid leave. An employee may not be required to take more leave than necessary to address the circumstances for which leave was taken. If the employee is able to return to work earlier than anticipated, the employee shall provide the employer two business days notice where feasible; the employer is required to restore the employee once such notice is given, or where such prior notice was not feasible. (f) An employee who fraudulently obtains FMLA leave from an employer is not protected by FMLA's job restoration provision. (g) If the employer has a uniformly-applied policy governing outside or supplemental employment, such a policy may continue to apply to an employee while on FMLA leave. An employer which does not have such a policy may not deny benefits to which an employee is entitled under FMLA on this basis unless the FMLA leave was fraudulently obtained as in subsection (f) of this section.