Q. Our office receptionist has a history of being late for work and taking unexcused absences. She's out on
A. It may be legal, but it's risky. Under the Act ( ), you're not required to reinstate someone who you would otherwise have terminated if he or she had remained at work rather than going on leave. For example, if a position was eliminated in a layoff while the employee was on leave, it would be fairly easy to defend. But you'll face a tougher time firing this employee for performance reasons while she's on FMLA leave.
Your best bet: Produce documented and progressive evidence of the receptionist'sbefore she requested FMLA leave. That way, you'll be able to prove that the decision to deny reinstatement is based on her performance, not on exercising her .
- ADA: Use these criteria to keep courts from second-guessing job's 'essential functions'
- Employee fired after registering complaint is now suing? You could be personally liable
- Beware denying 'vacation' request in disguise
- Recalled employee may be eligible for FMLA leave
- Changes in benefits? Make sure employees on military leave get written notice, too