Employers that must decide whom to cut during a reduction in force sometimes mistakenly fear they can’t terminate someone who is out on
Recent case: Susan Kelley was consistently a few minutes late to work. Even after counseling, she continued to arrive late, apparently ignoring her supervisor’s reasonable suggestion that she leave home 10 minutes earlier.
Then Kelley took emergency leave when her father died. Meanwhile, economic problems required her employer to lay off several employees. Kelley was picked because she had the worst attendance record.
She sued for FMLA interference, but the court said the employer did nothing wrong since her tardiness wasn’t related to FMLA leave. (Kelley v. AmerisourceBergen, No. 08-2377, ED PA, 2009)
- 'Willful' violation can extend employees' time to file FMLA suit
- Grandparent leave for military service
- Feel free to impose legitimate discipline, even if employee is out on FMLA leave
- After brief FMLA leave, can we request a second opinion to make sure worker is ready to return?
- Is intermittent leave allowed to help parent move?