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)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Sick employee wants less overtime? Consider that a request for intermittent FMLA leave
- Cut slack on notification requirement when emergency clearly signals FMLA need
- Consider FMLA before firing for attendance
- This just in: Don't fire employee for taking FMLA leave