Let’s face it: It makes a manager’s job harder when employees are out on. That’s especially true with , in which an employee with a serious, chronic health condition can take sporadic and largely unpredictable days off. Supervisors have to juggle assignments and schedules to work around the employee’s leave. It’s easy to see how resentment could build.
Don’t let those hard feelings turn into aninterference lawsuit. Instead, insist that managers honor approved intermittent leave without hassling the employee.
Recent case: Amanda Howard worked for the Lancaster office of the Pennsylvania Department of Public Welfare. Her job was to help clients seeking welfare benefits fill out forms. Although everyone in the office was expected to help with filing, that task was not listed as an essential function of Howard’s job.
When Howard was diagnosed with chronic fibromyalgia, she needed periodic time ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- ADA, Ohio disability-Discrimination laws don't cut off other state claims
- How to reduce liability for harassment: Do the right thing
- Want to change the FMLA? Here's your chance
- Employees fighting? Punish everyone equitably—or be prepared to explain why not