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)
- $16M suit could require lots of cuts for trendy NYC salon
- Sued for counting FMLA against fired worker? Prove you planned to discharge anyway
- When whistle-Blowing is involved, discharge reasons must be rock-Solid
- Upside of unions: No suing for wrongful termination
- Can employees agree to waive their FMLA rights?