Employers that fire employees right after they return fromrun a risk that the timing alone will be seen as proof of retaliation. Unless you are absolutely sure you can convince a judge or jury that the termination is justified, it makes sense to wait a month or so.
Recent case: Renee Rooks tookleave and was terminated 55 days after she returned to work. She sued, alleging she had been fired because she took FMLA leave. She said the timing alone proved her case.
The court disagreed and dismissed her case. It gave examples where timing was enough to send a case to the jury—such as a termination a few minutes or within 24 hours of returning to work. Fifty-five days didn’t cut it. (Rooks v. Alloy Surfaces, No. 09-839, ED PA, 2010)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/12224/watch-calendar-if-you-plan-to-fire-following-fmla-leave "