Q. We have an employee who takes a lot offor medical reasons. We are writing her and need to address topics such as dependability, reliability, etc. Her leaves are affecting these issues. Does the law regulate whether we can lower her or merit increases based on her ? —G.L., Massachusetts
A. FMLA leave, especially, raises difficult issues for employers. Here’s the simple answer: You can address non-FMLA absences, and you can discuss how changes in the employee’s dependability (outside of FMLA leave) have impacted his or her performance.
However, you can't reduce the employee’s score or merit increase because he or she has takenleave. As long as the employee is legally entitled to take that leave, you should not make any comments—oral or written—suggesting that the person is being penalized for taking FMLA leave.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Can we deduct hourly FMLA leave for exempt staff?
- FMLA: No reinstatement guarantee for trial job
- Don't require FMLA certification for CFRA leave
- Court: Intermittent FMLA leave won't cover tardiness, bathroom breaks