Employees don’t always know to ask specifically for. Some may not even know they are entitled to time off for a serious health condition.
But that doesn’t mean you can ignore the obvious and discipline a worker for missing work when it’s clear he or she may be entitled toleave.
Make sure everyone—from first-line supervisors on up the chain of command—knows to refer to HR all employees who may need FMLA leave. Let them know what leave they may be entitled to and how to claim it.
Otherwise, you may learn what one employer recently discovered the hard way: Wrongly fire an ill employee for missing work and she just might win a big jury award.
Recent case: Christine worked for a trucking company for almost a decade with few problems. She earned regular promotions and raises. Then she suffered an extended bout of depression and used up all her banked sick leave and other time off.
She returned to work for a short ...(register to read more)
- Employee out on military leave: How long must we hold his position?
- Offer half-Day FMLA leave regardless of the burden
- Try to settle FMLA claims: Appeals court says you don't need DOL's prior approval
- Ask for clear notice of FMLA condition
- Rest easier tonight! You can't be held personally liable for Title VII violations