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)
- Franklin County EMS head sues for bias, FMLA retaliation
- Make sure employee is clear about your system for running and counting FMLA leave
- Paycheck problems: Know limits on deductions, promptness of pay
- Keep written records showing discipline rationale
- You must follow no-Fault absenteeism policy to the letter