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)
- Don't sweat a little confusion when worker returns from FMLA
- How much FMLA left? It's your job to track it
- Make sure you ask for FMLA certification each time employee says she needs leave
- DOL teams up with ABA--expect more FMLA, FLSA suits
- OK to transfer worker on FMLA intermittent leave, as long as compensation remains same