Although they’re welcome to be more generous, employers are only obligated to provide six weeks of leave under the Minnesota Parental Leave Act (MPLA).
Recent case: Angela Gangnon, a part-timer at Park Nicollet Methodist Hospital, had a poor attendance record. She frequently was warned she faced possible termination. Then she became pregnant and asked for.
The hospital said she wasn’t eligible because she hadn’t worked 1,250 hours in the prior 12 months. Instead, she got six weeks of MPLA leave. That leave expired and Gangnon didn’t return, so the hospital fired her. She sued, alleging her doctor had certified she should have two more weeks.
The court said the certification didn’t matter. What did matter was whether the hospital had approved extra leave. Because it hadn’t, Gangnon’s case was dismissed. (Gangnon v. Park Nicollet Methodist Hospital, No. 09-2582, DC MN, 2011)
- Employee must address ADA, FMLA thresholds up front
- Use the calendar-year method to tame the intermittent FMLA leave beast
- Worker just mentions family member's illness? That's not adequate FMLA notice
- No unemployment comp for workers who quit to care for disabled family members
- Can we force employees to use vacation days as part of military leave?