An employee’s request to takecan be frustrating for supervisors who have to manage schedules and projects.
But if bosses voice those concerns in a way that seems angry or annoyed, they may be creating the perfect storm for aninterference lawsuit.
Remind your supervisors to accept FMLA requests professionally, without emotion.
Recent case: Velma Villalon, an admin for a Texas college, received rave reviews by a previous boss. But she didn’t get along with the new one. In fact, she got so upset over the conflict, she took a short FMLA leave for stress.
When she returned, the boss gave her a negative. She told him she needed to take several more weeks of FMLA leave. Shortly after, the boss fired her, citing .
Villalon sued, citing interference with her. In court, she described her boss’s reaction to her FMLA request. He allegedly said—in a way that clearly showed she was annoyed—“What am I going to do while you are gone?”
The court sent the case to trial, saying the supervisor’s negative reaction to FMLA requests can be used as evidence that the real reason for poor review and termination was the FMLA leave. (Villalon v. Del Mar College, No. C-09-252, SD TX, 2010)
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- Failing to track FMLA leave requests erases your right to challenge time off
- Let the pros in HR handle that! Bosses shouldn't meddle in FMLA, ADA issues
- Pennsylvania will consider paid leave bills
- Insist on attendance for all—disabled or not