I would definitly apply for interminent FMLA as soon as possible. Due to both your and childs needs for medical attention, I doubt that your physician would have an issue with granting it. This allows to you call in to work whenever you need to due to the medical condition permitted in the FMLA application. This protects your job in a big way. You cannot be repremanded for time loss due to the medical condition provided it is less than 90 days in one year (if you are full time). You will need to re-apply, I believe every 6 months, but it is not a major deal, but you need to protect yourself just in case you have one of those nasty employers. My brother got into a bad auto accident last year, I told him to apply, but he refused, and they replaced him due to his illness. Without the FMLA protection, you have no recourse. With the FMLA protection they can replace your position but are required by law to keep you on staff and at the exact same wage no matter what the position is (even if it a lesser position). You are not required to tell your employeer your reason for the FMLA, only your HR department and when you call in to work to tell them that you will not be in, you still need to give the required notice, but just to tell them that it is due to your FMLA on file.
I hope that this helps, but some others may have more information for you, this is just my experience with my staff over the last few years.
Good luck and good health! D