Sure, a birthday party may lift your spirits. But Congress probably didn’t have party attendance in mind as “covered treatment” when it gave employees the right to takemedical leave. Still, should you instantly fire a worker for attending a party while on ? As this ruling shows, you better think twice about blowing out those candles …
Case in Point: Diandra Gurne, a phone-company call-center worker, was diagnosed with chronic migraines and anxiety. At her doctor’s request, the company certified that she be given 36 hours a month of
One day the following month, Gurne had a reaction to a new depression medication. She called in sick before her 8:30 a.m. to 5:00 p.m. shift. She claimed the time off was part of her. She rested all day, then left her house to attend a co-worker’s husband’s birthday party.
Gurne claims she arrived at the party around 6:00 p.m. But one of the company's managers also attended the party and said Gurne actually arrived closer to 4:00 p.m. After an investigation, the phone company retroactively denied Gurne four hours of FMLA leave. Eventually, it fired her.
She sued, saying the firing was interference with herand retaliation. The phone company argued that Gurne violated the company’s code of conduct that prohibits fraudulently using FMLA time by attending the party while supposedly on FMLA leave.
What happened next … and what lessons can be learned?
The employer argued that it “honestly believed” Gurne asked for FMLA time off not for sick leave but to attend the party. Because of this honest belief, the employer said, it should be free of liability.
While the court debated about the “honest belief” defense— because it is not recognized in all jurisdictions—it ultimately decided in favor of the employee. The question of whether or not she was at the party during her shift was something the jury would get to decide after listening to all the evidence. (Gurne v. Mich. Bell Tel. Co., E.D. Mich., 11/15/11)
3 Lessons Learned…Without Going to Court
1. Look in the FMLA goody bag. Employees who are entitled to FMLA goodies can take the leave all at once, in weeks or in hours. There are different ramifications to each as this court noted. As in this case, the leave started and ended all in a day’s shift.
2. Pass out party hats. The FMLA is complicated and intermittent leave makes it even more confusing. Know which other voices should evaluate the situation. Invite them to weigh in. Often times, attorneys, HR professionals, investigators and managers bring different but helpful opinions and perspectives to the party.
3. Don’t go nuts over the guest list. As this case clearly noted, you can be at a party with someone who just finished using. If that’s the case, then “leave” them alone.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/29088/can-employees-have-fun-while-on-fmla-leave "
- Applicant Filed for Bankruptcy: Can You Refuse to Hire Him?
- Catch Fishy FMLA Requests With the 3 R's
- Chronic Fatigue Syndrome or Just Too Pooped to Work?
- Don't Trip on Your PIP: The Risk of Performance Improvement Plans
- Do Your 'Team Leaders' Have the Same Harassment-Reporting Duties as Your Supervisors?