Employers can use no-fault attendance policies as a way to control. There’s no doubt about the effectiveness of no-fault programs, which allow a certain number of unexcused absences without any documentation, and then punish employees who go beyond allowable limits.
But before you fire an employee for breaking your absenteeism rules, carefully consider whether he is eligible for. It’s especially risky to terminate an employee who recently requested leave, unless you have a solid reason that’s unrelated to FMLA leave.
Recent case: John Plitsas worked for FedEx as a mechanic until he was fired for allegedly lying about a medical appointment. Plitsas sued and argued that the discharge reason was just a pretext for denying him his right to take FMLA leave for a serious health condition.
Here’s how Plitsas found himself terminated: FedEx has a no-fault attendance policy that allows managers to terminat...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Remind bosses: Handle FMLA requests stoically, even if they'll cause scheduling problems
- Closing the loop on minute-taking
- When FMLA leave expires, no need to offer more time off to balance work/life issues
- Consider uniform, ADEA-compliant severance and rights-waiver releases--even if age isn't factor