Theis a complicated law that can trip up even the most experienced HR professional. And sometimes it may not be apparent that an employee didn’t get the leave he was entitled to until after his legal complaint is in full swing.
Fortunately, there’s still something you can do to cut the potential liability.
Employers that offer the wronged employee a chance to return to work with no strings attached may not have to pay future lost-pay claims, even if the employee turns down the offer.
Just make sure the offer is sincere and truly unconditional. That is, the offer must be for the same or an equivalent job with the same pay and benefits.
Recent case: German Carrasco tookon several occasions over the years he worked for GA Telesis. But he also had attendance problems that earned him warnings.
After hernia surgery, he went out on FMLA leave again. His boss asked him to return as soon as possible. Carrasco claimed he worked out an informalplan with his supervisor: He would work as many hours as he could, but not a complete schedule. Nothing was in writing.
A few weeks later, GA Telesis fired Carrasco because he was coming in late. He sued, alleging that the company failed to honor the intermittent leave agreement and never provided the proper.
A year into the litigation, the company offered him his job back on a probationary basis, with benefits kicking in after 90 days. Carrasco rejected the offer and continued the lawsuit.
When GA Telesis protested, the court said the company could still be liable because its reinstatement offer wasn’t unconditional. (Carrasco v. GA Telesis, No. 09-23339, SD FL, 2010)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Voluntary activities & workers' comp: It's all fun and games until ...
- Public employers can avoid comp-time cash payouts
- Brace for lawsuit if 'demotion' involves less prestige, fewer opportunities
- HR detective: How to solve the classic 'he said/she said' mystery