A frequent tactic for employees who have usedand who are fired around the same time is to allege that they were terminated for taking leave. But those claims fall apart if the person making the termination decision didn’t know about the leave.
That’s reason enough to limit access to FMLA leave information to those who need to know.
Recent case: Willie was a forklift operator who was fired after allegedly stealing a light bulb from the loading dock. Because he had been takingfor his wife’s cancer treatments, he sued, assuming the real reason for his termination was his FMLA absences, not the light bulb incident.
He lost the case when the employer showed that someone who didn’t know about Willie’s FMLA status had made the termination decision. (Coleman v. FFE Transportation, 3:12-CV-1697, ND TX, 2013)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/35692/restrict-fmla-leave-info-to-those-who-need-to-know "
- Warn bosses: Don't say anything about medical conditions that may be covered by FMLA
- Veto blocks expansion of FMLA to military families—But not for long
- New ADA and FMLA rules kick in this month
- Company that provided, then pulled FMLA faces trial
- 'Association' with disabled no automatic assurance of leave