Some managers resent the idea of. They may believe that employees who take time off for family or medical needs aren’t really team players or don’t have their work priorities straight. Of course, that attitude is the very reason Congress passed the —so employees wouldn’t have to fear being fired for trying to balance family needs with work.
Don’t let an angry manager turn routine FMLA leave into expensive and time-consuming litigation. Make sure all supervisors understand their FMLA obligations—and that they have no choice but to cheerfully allow employees to exercise their rights.
Then make doubly sure that any discipline that follows FMLA leave is fair, consistent and follows standard company policy.
Recent case: Patti was a salesperson who sometimes worked from home. She always met her sales quotas and received good reviews. Patti’s husband was stricken with cancer around the same time she got a new supe...(register to read more)
- If FMLA leave has expired, when must we grant additional time off?
- Quitting time? Performance improvement plan not enough to justify discrimination lawsuit
- Separate who approves FMLA, who disciplines
- Track reasons for multiple FMLA leaves
- Used all the official FMLA forms? 3rd Circuit says that may not be enough