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I am trying to understand our obligation to an exempt employee that has intermittent leave certification for a serious health issue under Washington State's FMLA. He has exhausted all of his paid leave bennefits and continues to have both partial and full day absences covered by the certification. We are being directed by our corporate offices to handle his uncovered instances (i.e., he does not have paid leave bennefits to cover the absence) of FMLA as unpaid only if they are full day absences or more. The employee has consulted a Lawyer and has done some research of the WAC and is under the belief that we cannot reduce his pay unless he is out for a full week or more. I have read the WAC but am still unclear as to whether we are legally deducting pay if done so in full day increments. Any advice is greatly appreciated.