Per the New York Times article "The Death of the Sick Day," due to new flexible work-from-home and time-off policies, "no longer does [an] employee have to 'sell' their sickness to the boss with a list of symptoms."

I disagree. If employees want to be protected against possible disciplinary action for taking leave, the better course is to "sell it". Under the Family and Medical Leave Act (FMLA) eligible employees are entitled to 12 weeks of job protected leave, but only if the employee provides sufficient information for their employer to know that the leave may be for an FMLA qualifying reason. Qualifying reasons include their own or a close family member's serious health condition (including time off needed for chronic medical conditions); pregnancy and bonding with a newborn, adopted or foster child in their first year; and for qualified exigencies for military personnel and their families. If employees meet FMLA notice requirements, their "employers cannot use the taking of FMLA leave as a negative factor in employment action ...; nor can FMLA leave be counted under no fault attendance policies." 29 C.F.R. §825.220(c). And, the FMLA not only allows employees to take off full-days, with limited exceptions, it also permits employees to work reduced-hours schedules or to take intermittent leave in increments as small as the shortest period of time the employer uses to account for other forms of leave, and at a maximum in hourly increments. 29 C.F.R. §825.202-205...