Ill-chosen words can haunt incautious supervisors. Example: Using the term “slacker” to describe someone who misses lots of work. Here’s why: Disparaging comments may be proof that the employer retaliated against an employee for taking too much leave.
Recent case: Craig was a Lee County EMT. He took considerablefor himself and to care for his parents. The county routinely approved his leave requests.
Then, after six months, he was terminated for arriving late to an emergency call. He sued, alleging retaliation.
As evidence, he introduced testimony from his union representative. The rep recalled that he told several employees thathad Craig on its “radar” for taking too much time off.
The rep also testified that supervisors referred to employees withproblems as “slackers.”
Craig also pointed out that another EMT who was also late for a call was merely suspended. She hadn’t used FMLA leave—and in her case, the patient actually died, perhaps because of the delay.
That was enough for the court to let Craig’s case proceed. A jury will now decide whether he was really punished for being a late or for taking too much FMLA leave. (Cotora v. Lee County, No. 2:10-CV-775, MD FL, 2012)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- How does FMLA leave overlap with paid vacation, sick and personal leave?
- Tell employees on FMLA leave: No working from home
- Have solid reason before firing employee on FMLA leave
- When employee has FMLA history, beware punishing for suddenly going home