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)
- Must the signature of an actual doctor appear on FMLA leave certification?
- Cupid in the workplace: You can terminate supervisor for lying about personal relationship
- How to counsel employees who have personal problems
- Taking FMLA/paid leave together may forfeit attendance bonuses
- Discipline only after documenting work slippage