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)
- Recertification request won't guarantee FMLA extension
- Can we refuse to hire member of National Guard because she lacks weekend scheduling flexibility?
- Don't expect early dismissal of FMLA lawsuit even if law doesn't cover your organization
- Give benefit of doubt to panicked workers who take sudden FMLA leave
- Part-time schedule may not be ADA solution