Employees who are terminated often look for some underlying, illegal reason and sue. Smart employers focus on documenting clear rule violations that justify termination decisions.
Recent case: When Robin Morrow began working for Verizon selling services like Internet access, she already had a medical condition. She began takingfor treatment as soon as she became eligible.
About that time, supervisors began getting complaints from customers alleging Morrow was adding services without their permission. Verizon investigated, verified the complaints and terminated her.
Morrow sued, alleging she was being punished for takingleave. The court tossed out the case, based on the clear documentation that she was fired for adding unrequested services. (Morrow v. Verizon, No. 09-CV-00744, WD PA, 2011)
- If you spot FMLA mistake, go ahead and fix it
- What are the rules for obtaining notice that an employee needs FMLA leave?
- Gender barriers falling? Ensure equal treatment for both sexes
- Laying off employee who's out on FMLA leave? Better be prepared to back up the rationale
- Existing attendance policy ignored? Start enforcing rules now