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.
- Do we have FMLA reinstatement obligations if employee asks for leave and then quits?
- Manager divulged private health info: Now what?
- Must we pay out unused vacation days when we fire employees or they quit?
- Be prepared to grant FMLA leave for diagnosis of serious health condition
- PTOs go mainstream; benchmark your plan