Employees qualify forif they have worked for their employer for a total of 12 months and have worked at least 1,250 hours in the previous 12 months.
According to the woman’s lawsuit, she told her supervisor she was pregnant and would need FMLA leave in six months, after she became eligible for it. Two weeks later, the employee alleges, her supervisor advised her to find other work or take a lesser position in the company. Six days later, Hersha fired her, citing.
That’s when she sued for FMLA interference and violations of the.
Hersha moved to have the FMLA charges dismissed because the employee wasn’t eligible for FMLA leave when she was terminated.
The court disagreed, noting that “pre-eligible employees are entitled to covered rights and attempts to exercise such rights” under the FMLA.
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- Returning worker, FMLA leave and consecutive employment
- Cutting an employee's pay is perfectly legal, but first review his potential for a bias lawsuit
- Worker just mentions family member's illness? That's not adequate FMLA notice
- You can insist on complete Labor Dept. FMLA form
- Workers can moonlight during FMLA leave