Eligible employees can take up to 12 weeks of unpaidto care for a seriously ill son or daughter. That’s true for young children, of course, but also for those older than 18 who are “incapable of self-care because of a mental or physical disability.”
Don’t split hairs on this. Some employers believe that an adult child who is hurt in an accident isn’t covered if she was capable of self-care before the accident. That’s not true.
Recent case: Deborah Patton, who worked as an accountant for e-Cardio Diagnostics, has a daughter who was seriously injured in a wreck while riding in a friend’s car. The friend died and Patton’s daughter, age 18, was hospitalized in intensive care with two broken legs, a punctured lung and a punctured bladder.
While Patton was off to care for her daughter in the hospital, e-Cardio Diagnostics hired a replacement. It then terminated Patton when she came back to work a week after the accident.
She sued, alleging she had been fired despite being eligible forleave.
The company argued that because her daughter was over age 18, Patton couldn’t take FMLA leave to care for her.
The court disagreed. It said that what counts is the offspring’s condition at the time Patton took leave, not before the accident. And clearly the daughter was unable to care for herself while in intensive care. (Patton v. e-Cardio Diagnostics, No. 10-1847, SD TX, 2011)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- How long do we need to hold job for employee out for workers' comp injury?
- Combat absenteeism caused by flu-shot shortage
- Does the FMLA apply to employees who have domestic partners?
- Doubt medical certification's accuracy? You're allowed to seek a second opinion