PHS09:I have an employee who left work for a medical emergency. Later that day her husband calls and lets me know that she was having heart issues due to stress and she will need surgery.
I don't need the details of the diagnosis but I need to know the expected return or approximate recovery period.
Actually what you have written above is more than enough to have an FMLA trigger if your company meets FMLA criteria that would cover your employees. The EE had an emergency. You have been notified what the emergency was and that surgery will be required. Plus the EE has not returned to duty. FMLA allows designating an absence as FMLA qualified if the EE has been out for a medical reason for three full work days. If the EE has been out that long and is under a doctor's care I would send out the FMLA forms and begin the FMLA process. This protects the employee and employer at the same time.
A return to duty medical clearance form along with a copy of the EE's job description should be sent with the Designation Form and the FMLA medical certification form. I would require the form to be signed before the EE is allowed to return to work.