Supervisors often don’t realize that comments they make on performance evaluations can come back to haunt the company. That’s especially true when those comments relate to absences covered by the .
Frequently, comments like this show up: “Jane was absent for several weeks in 2009, which affected the operations of the office.” If some of Jane’s absences were for FMLA-related reasons, that comment could be used to show interference with her right to take.
That’s why it’s a good idea for HR to carefully reviewand ask supervisors to refrain from commenting on any difficulties that resulted from FMLA absences.
Recent case: Dorothy Goelzer worked for 20 years as an administrative assistant and got consistently great performance evaluations. Her boss frequently commended her for her excellent attendance record.
Then Goelzer began having health problems, as did her elderly parents. She had to ...(register to read more)
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