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)
- Track FMLA return history to show you don't retaliate
- How should we manage family leave that isn't covered by the FMLA?
- FMLA leave expired? Be equitable when firing
- Do we have to pay health insurance opt-out bonus during FMLA leave?
- You can insist: Employees waiting on FMLA certification must follow call-in policy