Employers that don’t take the time and effort to understand the ins and outs of thedo so at their peril. Courts are beginning to lose patience and have started assessing employers double damages for FMLA violations.
Something as simple as not making sure employees understand what method you use to calculateentitlements can mean huge liabilities, as can providing erroneous leave information.
Recent case: Carl Thom worked for American Standard as a molder for 36 years and expected to retire with full benefits and health coverage.
Then Thom injured his shoulder in a nonwork-related accident. In order to have the damage surgically repaired and recover, he requested FMLA leave. HR provided written confirmation that it had approved his requested FMLA leave, which would expire on June 27, 2005. Thom then scheduled and underwent surgery.
His recovery went better than initially expected, so Thom’s doctors gave him a...(register to read more)