We have an employee that qualifies for (intermittent) time off under FMLA to tend to her own serious health condition due to a car accident. The car accident occurred 5 months before she was eligible but she has been taking 3-4 days off a month since the incident. Is it allowable to count the days off against her FMLA allotment retroactively back to when she became eligible? Are there any ways that employers can deal with employee leave abuse?