It’s certainly possible to terminate an employee who returns from—if you have good reasons unrelated to the .
Recent case: Linda Gibbs worked for a body and bath products company without problems until she was diagnosed with sleep apnea and took FMLA leave. She came back, but was criticized for dozing off at work. Then she took more FMLA leave for hernia surgery.
While she was out, someone accused Gibbs of stealing products for her husband to sell at a flea market. Gibbs was fired shortly after returning from FMLA leave for breaking a noncompete agreement.
She sued, alleging retaliation for taking FMLA leave. The court said the case could go to trial partly because there was little evidence Gibbs stole anything. (Gibbs v. Caswell-Massey, No. A-2996-10T4, Superior Court of New Jersey, 2011)
- How not to handle FMLA leave: Do what Chicago did to a seriously ill employee
- 'Suspicion' not enough to win discrimination suit
- Don't punish advocacy for co-worker's FMLA rights
- Now hear this: You'll pay for firing worker out on health leave
- Promoting staff into management? Train on anti-retaliation laws