Employees don’t always give their employers much notice that they need. Nor are they always specific.
Now the 7th Circuit Court of Appeals has issued a ruling that clarifies what’s expected of both employer and employee in such circumstances. The case is Righi v. SMC (No. 09-1775, 7th Cir., 2011).
Leave required boss approval
Robert Righi worked as a sales representative for SMC Corp. in Illinois. Righi, who usually worked from home, was required to check in daily with Louis King, his manager. Righi and King usually communicated by e-mail or via Righi’s company-issued cell phone.
Righi’s mother frequently needed medical attention and Righi often took leave to care for her.
SMC has a policy that requires employees to obtain a supervisor’s approval before taking leave. The company’s attendance policy says failing to report for work for two consecutive days without notifying a supervisor is grounds for termination....(register to read more)
- Warn supervisors: You may be individually liable under the FMLA
- You don't have to police workplace banter, but don't let it escalate
- Employees can't cry 'retaliation' if they're not eligible for leave
- Same job, new management: Are employees covered by the FMLA?
- Suspect doc is a 'certification specialist'? Ask for second and even third opinions